Welcome to the Adobe Rewards Handbook The Adobe Rewards Handbook provides you with important information regarding the various benefits and other plans available to you as part of the Adobe Rewards package. When you have questions about your benefits, please refer to this Handbook.

This Handbook contains a link to the Adobe Systems Incorporated Group Welfare Plan Summary Plan Description (“SPD”), which describes the benefits available under the Adobe Systems Incorporated Group Welfare Plan. These benefits are referred to as your Health and Welfare (H&W) Program benefits in this Handbook. Your health and welfare benefits – plus your pay, savings, equity and bonus compensation plans – make up your Adobe Rewards package (which you’ll learn more about on the following page).

Using Your Handbook ............................................................................................................................................................................. 1

Your Health Care Benefits ...................................................................................................................................................................... 7

Your Survivor Benefits ............................................................................................................................................................................. 9

Your Disability Benefits ........................................................................................................................................................................ 11

Your Workers’ Compensation Benefits ......................................................................................................................................... 13

The Flexible Spending Accounts ...................................................................................................................................................... 17

Your Time Off Benefits ......................................................................................................................................................................... 19

Your Other Benefits ............................................................................................................................................................................... 21

Savings & Compensation Incentive Programs ........................................................................................................................... 23

Life Events Guide .................................................................................................................................................................................... 27

College Intern Benefits ......................................................................................................................................................................... 41

To go to a specific section, simply click on the page number.

Using Your Handbook Here’s what you’ll find in each section of your Handbook:

• Your Health Care Benefits – an overview of the medical, dental, vision and other benefits available to you.

• Your Survivor Benefits – including life, disability, AD&D insurance and more.

• Your Disability Benefits – a look at the protection available to you when you can’t work due to injury or illness.

• Your Workers’ Compensation Benefits – protection when you suffer a work-related injury or illness.

• Flexible Spending Accounts – information on a program that can save you money on health care and dependent care expenses.

• Your Time Off Benefits – details on the time off benefits available to you, including Time Off and Sick Time (exempt employees), Paid Time Off (non-exempt employees), holidays, leaves of absence and sabbaticals.

• Your Other Benefits – an overview of the many other benefits Adobe offers, including personal and family services, educational benefits and more.

• Savings & Compensations Incentive Programs – information regarding Adobe’s Annual Incentive Plan (AIP), Adobe 401(k) Plan, Equity Incentive Program and Employee Stock Purchase Plan (ESPP).

• Life Events Guide – a guide to help you understand the benefit changes you may need or want to make as a result of a life event change.

• Intern Benefits – information regarding benefits that interns are eligible for.

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The Value of Your Rewards At Adobe, we’re proud to share our success with the employees who help us achieve and exceed our goals. You’re compensated for your performance and contributions in a number of ways, including pay and numerous benefits that you can tailor to fit your lifestyle. Your employee benefits make up a significant part of your total rewards – 30% or more – so it’s important to understand how they work for you.

The Adobe Rewards package is designed to:

• Motivate and reward employees for results that support Company objectives.

• Provide benefits that meet the needs of a diverse workforce.

• Ensure that the program is sustainable over the long term.

Adobe’s Rewards package includes:

• Base Pay – the most “visible” part of your compensation, your base pay is based on external market factors, as well as your performance and experience.

• Equity Compensation – Adobe employees have the opportunity to share in the success of the Company in a number of ways, including the Employee Stock Purchase Plan (ESPP), Equity Incentive Program and the 401(k) Plan. For details on these plans, see “Savings & Equity Incentive Programs”.

• Health & Welfare and Other Programs – the Adobe benefits package is designed to meet your individual needs and includes:

- Health care coverage

- Life and disability insurance

- Time off benefits

- Personal and family services

- Educational and many other benefits

- Your Health & Welfare benefits are described in detail in the SPD. Your other benefits are described in this Handbook.

Your Rewards include a comprehensive range of compensation and benefits programs.

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Your Rewards Resources On benefits.adobe.com, Adobe’s Benefits Website, you’ll find most of the Rewards information you’ll need during the course of your employment, including details about your benefits and forms. Here are three important places on the web you should get familiar with:

Site Name What You Can Do

benefits.adobe.com • Access all U.S. benefits information

• Access the Group Welfare Plan SPD, including associated benefit materials (e.g. EOCs, and booklets) and other important benefit information.

• Access Summary of Benefits and Coverage (SBCs) for all the medical plans Adobe offers

• Link to our 401(k) Plan administrator to enroll in the 401(k) Plan or change your contribution amount, modify your investment allocation and more.

• Link to the websites of our health plan providers for participating provider listings or to obtain other information

Adobe Benefits Enrollment Site

• View your current benefit elections.

• Print your most recent Benefits Confirmation Statement.

• Enroll in your Health & Welfare benefits if you are a new hire, or change your benefit elections during Open Enrollment.

• Update your Health & Welfare benefits if you have a qualified change in status (i.e. a “life event”).

• Change your life and AD&D insurance beneficiary designations at any time.

• Print forms you need to complete your benefits enrollment.

myAdobe • Update your address, phone numbers and personal data.

• Update your emergency contacts.

People Resources website

• Find Stock page, which includes information about RSUs, ESPP, Plan Prospectus, and tax information.

• Link to E*TRADE, the dedicated broker for Adobe’s equity plans. Log onto your E*TRADE account to activate, manage and view your equity awards and ESPP shares.,

• Find your accrued PTO (non-exempt employees) under my Info.

• Enroll in the ESPP or make changes to your current contributions by accessing the Adobe Forms Directory.

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Acronyms to Know The following list is a guide to the various abbreviations and acronyms used throughout your Rewards Handbook and the SPD:

AD&D Accidental Death and Dismemberment

AHF Aetna HealthFund

AIP Annual Incentive Plan

BCBS Blue Cross Blue Shield (as in Blue Cross Blue Shield of Massachusetts)

BTA Business Travel Accident

COB Coordination of Benefits

CP II Choice POS II (as in the Aetna Choice POS II Plans)

COBRA Consolidated Omnibus Budget Reconciliation Act

DAW Dispense as written

Dependent Care FSA Dependent Care Flexible Spending Account

DNS Do not substitute

DOL Department of Labor

DUR Drug Utilization Review

EAP Employee Assistance Program

EIN Employer Identification Number

EOB Explanation of Benefits

EOC Evidence of Coverage

EOI Evidence of Insurability

ERISA Employee Retirement Income Security Act

ESPP Employee Stock Purchase Plan

FMLA Family and Medical Leave Act

FMV Fair Market Value

FSA Flexible Spending Account

H&W Health & Welfare

Health Care FSA Health Care Flexible Spending Account

HIPAA Health Insurance Portability and Accountability Act

HRA Health Reimbursement Arrangement

HSA Health Savings Account

HMO Health Maintenance Organization

IRC/IRS Internal Revenue Code/Internal Revenue Service

ISO Incentive Stock Option

LOA Leave of Absence

LTD Long-Term Disability

NQSO Nonqualified Stock Option

OTC Over the counter

PCP Primary Care Physician

PDL Preferred Drug List

PDP Preferred Dental Program

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PFL Paid Family Leave

PHR Personal Health Record

PIN Personal Identification Number

POS Point of Service (used in the context of the Aetna Choice POS II (CP II) Plans)

PPO Preferred Provider Organization

PTO Paid Time Off

QDRO Qualified Domestic Relations Order

QMCSO Qualified Medical Child Support Order

R&C Reasonable and Customary

SDI State Disability Insurance

SEC Securities and Exchange Commission

STD Short-Term Disability

SPD Summary Plan Description

TMJ Temporomandibular Joint Disorder (Jaw Joint Disorder)

TTC Total Target Compensation

U&C Usual and Customary

UBH United Behavioral Health

UCR Usual, Customary and Reasonable

USERRA Uniformed Services Employment and Reemployment Rights Act

VDI Voluntary Disability Insurance

VSP Vision Service Plan

Important! If a conflict arises between information in this Handbook and the SPDs, Plan documents, master contracts, EOCs, certificates of coverage or benefit materials, these other documents will govern. Similarly, if any conflict arises between verbal descriptions provided and the SPDs, Plan documents, master contracts, EOCs, certificates of coverage or benefit materials, these documents will govern.

Please refer to your online Confirmation Statement, which shows your Health & Welfare benefit elections for the current Plan Year. The Confirmation Statement is available through the Adobe Benefits Enrollment Site.

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Health Care Benefits • Medical • Dental • Vision • Employee Assistance Program

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Your Health Care Benefits Adobe’s Health & Welfare (H&W) Program provides you with a range of health care benefits – from plans with a basic level of protection to plans offering more comprehensive coverage. This gives you the flexibility to decide which plans work best for you and your family.

See the Adobe Group Welfare Plan Summary Plan Description (“SPD”) for information about eligibility, effective dates, enrolling, plan coverage and changing your elections. For more detailed information and the full plan documents, go to Appendix A of the SPD.

Medical Adobe offers three medical plans administered by Aetna. These plans are available to all benefits-eligible U.S. employees.

• Aetna HealthSave with HSA,

• Aetna HealthFund with HRA

• Aetna 90/70.

Adobe also offers an Aetna plan to employees who reside outside the Aetna network, the Aetna OOA HealthSave with HSA. In addition, employees in Northern California may enroll in Kaiser.

With proof of other coverage, you may waive Adobe medical coverage and receive $50 per pay period in your paycheck.

Medical coverage while on International Assignment:

The below coverage is offered to you when you go on an official company-initiated assigned coordinated by Global Mobility. (Global Mobility coordinates with the Employee Resource Center to enter you assignment type into Adobe’s HRIS system which triggers the benefits enrollment workflow in the appropriate plan.)

• If you are on international assignment outside of your home country for six months or longer, you are enrolled in the Aetna International Medical Plan. This plan includes medical, dental and vision coverage.

• If you are on international assignment outside of the U.S. for a period of six months or less, you are enrolled in the Aetna OOA HealthSave with HSA plan. Your other U.S. benefits do not change.

Emergency medical coverage while on company business travel:

The Aetna World Traveler Medical Plan covers employees for emergencies while on business travel or business sojourn.

Dental Delta Dental is Adobe’s dental plan and includes both in- and out-of-network coverage.

Vision Adobe offers two vision plan options through VSP: Vision Basic Plan and Vision Plus Plan. With either option you may use any provider, but benefits are higher when you use VSP network providers.

Employee Assistance Program Adobe’s Employee Assistance Program (EAP) provides short-term counseling and referral services at no charge. The EAP can help you find resources and information on issues including stress, family/parenting issues and legal/financial services. This program is available to all Adobe employees and their family members

Adobe provides health care benefits including medical, dental and vision care coverage.

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Survivor Benefits • Life Insurance • Accidental Death and Dismemberment

(AD&D) insurance • Business Travel Accident Insurance

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Your Survivor Benefits Adobe’s Rewards package includes benefits to provide you and your family with important financial protection. You can choose the options that work best for you. This insurance coverage is provided through Liberty.

See the Adobe Group Welfare Plan Summary Plan Description (“SPD”) information about eligibility, effective dates, enrolling, plan coverage and changing your elections. For more detailed information and the full plan documents, go to Appendix A of the SPD.

The following survivor benefits are available to eligible employees and certain dependents. These benefits include:

Basic and Supplemental Life Insurance Financial protection for your beneficiaries if you die:

• Basic Life Insurance – Adobe provides up to three times your base salary, up to $250,000 at no cost to you. You have the option to elect either $50,000 or three times your base salary for Basic Life Insurance. Evidence of insurability will be required if you increase your coverage from $50,000 to three times your base salary after your initial election (i.e. during Open Enrollment or a qualifying Life Event).

• Supplemental Life Insurance – You have the option to purchase up to 10 times your base salary in $50,000 increments (a 2 million dollar maximum applies and this amount includes the Basic Life amount). Increase limitations apply after your initial election: During Open Enrollment or a qualifying Life Event you may only increase your life insurance by 3-level ($150,000) or decrease it to any level.

• Spouse Life Insurance – You have the option to purchase up to $250,000 of coverage in $25,000 increments (cannot exceed 100% or your life coverage). Evidence of insurability is required at certain levels.

• Child Life Insurance – You have the option to buy up to $50,000 in $12,500 increments (cannot exceed 50% of your life coverage; combined spouse and child coverage cannot exceed $250,000).

Employee Accidental Death and Dismemberment (AD&D) • Adobe provides up to three times your base salary, up to $250,000, at no cost to you. You have the

option to elect a minimum of $50,000 for AD&D Insurance.

• You have the option to purchase up to 10 times your base salary in $50,000 increments; (a 2 million dollar combined maximum applies).

Business Travel Accident (BTA) This benefit provides financial protection in the event you are seriously injured while travelling on Company business. This coverage is automatic and is provided by Adobe at no cost to you.

Adobe’s survivor benefits offer financial protection for you and your family.

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Disability Protection • Short-Term Disability (STD) • Voluntary Disability Insurance (VDI) • Long-Term Disability (LTD)

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Your Disability Benefits What if you couldn’t work because of an illness or injury? Adobe’s disability benefits are designed to provide you with some protection if you become disabled and cannot work. The plans available to you can help minimize your financial worries during this time. Liberty administers Adobe’s STD, VDI and LTD plans, as well as, Adobe’s leaves of absences.

See the Adobe Group Welfare Plan Summary Plan Description (“SPD”) for information about eligibility, effective dates, enrolling and plan coverage. For more detailed information and the full plan documents, go to Appendix A of the SPD.

Your disability coverage is provided through the following programs:

• Short-Term Disability (STD) – If you work and reside outside of California, you are covered by the Short-Term Disability plan. This plan provides income replacement if you are unable to work due to illness or injury as well as maternity. The STD plan replaces 100% of your salary for days 8 to 49 and 66 2/3% of your salary for days 50 to 120 of your disability. Adobe's STD benefits are offset by any state disability insurance or workers' compensation benefits you are eligible to receive. STD benefits are taxable.

• Voluntary Disability Insurance (VDI) - If you work in California, Adobe automatically enrolls you in the short-term VDI plan starting on your date of hire. (You may reject VDI and instead be enroll in California State Disability Insurance (SDI) by following the directions on the Adobe Benefits Enrollment Site, in which case your benefits would be through SDI and STD, if otherwise eligible.) The VDI plan replaces 100% of your salary for days 8 to 49 and 66 2/3% of your salary for days 50 to 120 of your disability if you are unable to work due to an illness or injury as well as maternity. VDI benefits are offset by workers’ compensation benefits you are eligible to receive. VDI benefits received for a disability leave are non-taxable because you pay for the program through a payroll tax withholding. (Paid Family Leave (PFL) is a component of VDI and CA SDI and provides partial income replacement if you take an approved leave of absence to care for a seriously ill family member or to bond with a new child. PFL benefits are subject to federal income taxes.)

• Long-Term Disability (LTD) – Provides income replacement for medical disability after 120 days. The LTD plan replaces 66 2/3% of your salary. Adobe's LTD benefits are offset by other income you are eligible to receive. LTD benefits are non-taxable because you pay the premium on an after-tax basis.

See the Time Off section for additional details on how STD/VDI and LTD work with time off (leaves of absence, sick time, PTO) and other programs.

Adobe’s disability benefits provide you with some protection if you become disabled and cannot work.

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Workers’ Compensation

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Your Workers’ Compensation Benefits Workers’ Compensation benefits can help when you’re unable to work due to a work-related injury or illness. These benefits help replace lost wages (in coordination with Adobe’s short-term disability plans (STD or VDI) and cover necessary medical services when you have a work-related injury or illness. Workers’ Compensation benefits are state regulated, so the provisions that apply vary according to the state in which you work.

Here are some basic facts about Workers’ Compensation coverage:

• All regular employees on Adobe’s payroll and interns are eligible for Workers’ Compensation benefits.

• Workers’ Compensation coverage is effective on your first day of active employment.

• You’re automatically covered, at no cost to you.

How the Plan Works If you have a work-related injury or illness, you’ll need to contact your manager and People Resources immediately. Call 1-408-536-4357 (or extension 6HELP internally) and follow the prompts for People Resources OR you may email erc@adobe.com. In the event of an emergency, get medical attention first. Medical services reasonably necessary to treat your work-related injury or illness will be covered if, as required:

• You file a claim

• The claim is approved, and

• You seek medical care at one of the designated locations of the Workers’ Compensation administrator.

Accessing Care In the event of a work-related injury or illness, you should follow these steps:

Contact People Resources immediately, and if you are an employee working in:

- California: A list of designated providers is provided on Adobe’s benefits website, benefits.adobe.com. Contact People Resources if you need assistance finding the list.

- Washington: You can visit any licensed doctor.

- Massachusetts: You can visit any licensed doctor.

- Other States: In most instances you can visit any licensed doctor. Contact People Resources to see if there are designated providers in your area.

People Resources will give you information on how to file your Workers’ Compensation claim with Matrix, Adobe’s Workers’ Compensation administrator. If applicable, you’ll be provided with an employee claim form for Workers’ Compensation. Complete the form as soon as possible and return it to People Resources. People Resources will then file the claim with Adobe’s Workers’ Compensation administrator in your state. In Washington, your doctor will provide and file the necessary claim form for you.

If your doctor indicates the need for a modified work schedule or any other temporary restrictions or limitations, you must notify your manager and People Resources immediately and provide your work status report. (See “Work Status Updates/Evaluations” for more details.)

If you cannot return to work, you must provide your manager and People Resources with a disability certification form from your doctor, indicating the expected duration of your absence due to your work-related injury or illness.

In California, you can use your own personal physician if you have notified People Resources of your chosen physician, in writing, prior to your injury. Please note that the pre-designated physician must have treated you previously and must agree to be your primary treating physician, complying with the requirements of the Workers’ Compensation laws. If your physician doesn’t agree to treat you in this capacity, or if you have not pre-

Workers’ Compensation benefits vary by state law and are designed to help you when you’re unable to work because of a work-related injury or illness.

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designated a physician prior to your injury, you’ll have to use a physician in the Medical Provider Network (MPN). The pre-designation form is posted on Adobe’s benefits website.

Work Status Updates/Evaluations It’s your responsibility to keep Adobe informed of the status of your Workers’ Compensation claim. You must provide your manager and People Resources with copies of all status updates that you receive following any office visit or treatment received for your work-related condition.

To the extent you need a reasonable accommodation, including a part-time schedule or other temporary limitations or restrictions that prevent you from performing your job, you must submit the work status update to your manager and People Resources immediately. Adobe also has an evaluation form your doctor must complete to enable Adobe to evaluate possible accommodations.

People Resources will work with you, your doctor and your manager to determine what is appropriate and reasonable and whether Adobe can make the suggested accommodation, or whether there may be other alternatives. Any reasonable accommodation will be reviewed by Adobe periodically.

How Your Pay and Position Are Affected Workers’ Compensation benefits are state regulated, so the provisions that apply to Workers’ Compensation vary according to the state in which you work.

Typically for an approved claim, there is a three-day waiting period following an injury or illness resulting in lost time before the Workers’ Compensation administrator will start paying benefits. During this period you’ll use available Sick Time/PTO or, if none is available, you may borrow up to three days Sick Time/PTO (subject to the maximum of 40 borrowed hours). Otherwise, the first three days will be unpaid.

You’ll need to contact Liberty to file a disability leave of absence claim no later than your third day of absence. You can file your claim by telephone or online at:

Phone: 1-800-459-3772

Online: www.mylibertyconnection.com

To report a claim online, you will need to register on the site if you are a first time user entering the ADOBELOA as the Company Code.

Once Liberty has approved your disability claim, you’ll receive benefits through Adobe’s STD or VDI plan, offset by any Workers’ Compensation benefits you’re eligible to receive.

To avoid a delay in receiving Workers’ Compensation benefits, be sure to complete and return the necessary paperwork to People Resources and/or the proper Workers’ Compensation authority as quickly as possible. Approved lost time under Workers’ Compensation runs concurrently with STD/VDI and Family and Medical Leave.

If you need a leave of absence due to a work-related injury, please refer to the “Leaves of Absence” section in “Your Time Off Benefits” for more details on Family and Medical Leave.

If it’s unclear whether your injury or illness is work related, and your disability claim is otherwise approved by Liberty, Liberty will begin paying you benefits under the STD or VDI plan, reducing your STD/VDI benefits by any Workers’ Compensation benefits you may be eligible to receive. If the Workers’ Compensation administrator determines that your injury or illness is not work related, at that point Liberty will retroactively apply any appropriate offsets and deductions to the date of your injury or illness.

Upon your return, you will be reinstated, in accordance with Adobe policy and applicable state law. For details, see “Returning to Work,” below.

Extension to a Workers’ Compensation Leave of Absence While you are on an approved Workers’ Compensation leave, it’s your responsibility to stay in touch with your manager, Liberty and People Resources regarding the status of your anticipated return date.

If your doctor cannot release you to work on your expected return-to-work date, you must provide your manager and People Resources with a new written statement certifying that you are still disabled and unable to return to

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work before the end of your leave or expected return date. The statement should indicate a new expected return date.

If you don’t return to work on the first business day following the end of an approved Workers’ Compensation leave – and you haven’t arranged for an extension – this will be considered a voluntary resignation, and your employment with Adobe will be terminated.

Returning to Work

You should stay in touch with your manager throughout your Workers’ Compensation leave.

If your doctor releases you to return to work on a temporary or part-time basis, your doctor must certify both the number of hours you may work each day and the total number of hours you may work in a week. Part-time work is limited to a minimum of four hours per day.

To the extent you need reasonable accommodation, including a part-time schedule or other temporary limitations or restrictions, your doctor must submit an evaluation of your status and any recommended reasonable accommodation on an evaluation form to enable Adobe to evaluate possible accommodations. The evaluation form must be sent to People Resources at least one week prior to your scheduled return date.

People Resources will work with you, your doctor and your manager to determine what is appropriate and reasonable, and whether Adobe can make a temporary accommodation, including other alternatives. Any reasonable accommodation will be reviewed by Adobe periodically.

Please contact People Resources to request an evaluation form as soon as your doctor believes an accommodation may be needed. If you need an accommodation, you may not return to work until Adobe has reviewed and approved your request for an accommodation.

Impact on Adobe Benefits See “Leaves of Absence,” in the “Your Time Off Benefits” section.

An Important Note In all cases, your time off will be provided, as allowed under Adobe policy, in accordance with applicable state and federal leave laws.

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Flexible Spending Accounts (FSAs) • Health Care FSA • Dependent Care FSA

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The Flexible Spending Accounts With the Health Care and Dependent Care Flexible Spending Accounts (FSAs) you can save money by paying for health care and dependent care expenses with pre-tax dollars. The Flexible Spending Accounts are administered by TRI-AD.

See the Adobe Group Welfare Plan Summary Plan Description (“SPD”) for information about eligibility, effective dates, enrolling, plan coverage and changing your elections. For more detailed information and the full plan documents, go to Appendix A of the SPD.

Health Care FSA The Health Care FSA helps you pay for eligible health care expenses you incur on behalf of yourself or your eligible dependents. You can set aside up to $2,500 pre-tax per calendar year for qualified health care expenses. Eligible expenses include medical, dental, prescription drug and vision care.

Dependent Care FSA The Dependent Care FSA helps you pay for child or elder care expenses you incur in order for you to work. Adobe provides a non-taxable gift of up to $100 per month if you elect coverage and have child care expenses for children under age 13. You can also set aside up to $5,000 (inclusive of Adobe child care gift) pre-tax per calendar year for qualified day care and elder care expenses.

Flexible Spending Accounts can help save you money by paying certain health care and dependent care expenses with pre-tax dollars.

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Your Time Off Benefits

• Exempt Time Off

• Non-Exempt Time Off

• Holidays

• Sabbatical

• Other Time Off

• Leaves of Absence

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Your Time Off Benefits At Adobe, we believe that taking time off to attend to personal needs is essential to the health and productivity of our employees. We recognize that you may have different needs, depending on the circumstances, so the Adobe Rewards package features many different types of time off benefits.

Adobe’s Time Off Program has been designed to:

• Provide employees with the flexibility to determine how and when to use their time off.

• Acknowledge the need for rest and rejuvenation.

• Simplify administration for both employees and Adobe.

Adobe’s Time Off Program includes:

• Exempt Time Off – Sick Time: Available to exempt employees for sick time for personal illness or to care for a sick family member. Adobe does not have prescribed vacation days for its exempt employees.

• Non-Exempt Time Off – Personal Time Off (PTO): Available to non-exempt employees for vacation, sick time for personal illness or to care for a sick family member, and for Company breaks.

• Holidays –12 paid holidays are observed annually.

• Sabbatical – Paid time off granted every five years based on your years of continuous regular employment and service (adjusted as applicable).

• Other Time Off – Includes up to five days of paid leave for bereavement following a death in your immediate family, time off (at full pay) if you’re called for jury/witness duty and other programs as mandated by applicable state laws.

• Leaves of Absence – Time off for approved medical, family, personal or military leave. Whether your leave will be paid or unpaid will depend on the circumstances.

You’re eligible for these programs your first active day at work, as long as you’re normally scheduled to work at least 24 hours per week. Please Note: Each program has its own rules governing usage, so you should refer to the applicable policy for more details.

Time Off benefits enable you to take time off to attend to personal needs.

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Other Benefits • Personal & Family Services • Educational Benefits • Matching Gift and Patent Award

Programs

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Your Other Benefits Your Rewards package does much more than provide health care coverage, life and disability insurance, time off and other benefits. It also features a wealth of other opportunities that can help you balance your personal and professional responsibilities, provide valuable educational support for you and your family, and more.

See the Adobe Group Welfare Plan Summary Plan Description (“SPD”) for information about eligibility, effective dates, enrolling, plan coverage and changing your elections. For more detailed information and the full plan documents, go to Appendix A of the SPD.

Here’s a look at some of the other important elements of your Adobe Rewards package:

Personal & Family Services Program/Service Overview For More Information

Backup Care Options Provides temporary care when your normal care arrangements are unavailable and you still need to get to work. This program is administered through Bright Horizons

Bright Horizons Website User Name: ASI Password: backupcare2

Adoption Assistance Helps offset the costs associated with adopting a child

Adoption Assistance Program

Legal Insurance Plan Provides legal services at an affordable price www.legalplans.com (Hyatt website) Employee access code 6920010)

Long Term Care Plan Helps you pay the cost for care when you (or an eligible dependent) can’t care for yourself

www.ltcbenefits.com (CNA website) Password: adobegltc

Voluntary Insurance Provides a diverse array of coverage including home, auto and veterinary pet insurance You can enroll at anytime.

mybenefits.metlife.com (MetLife website)

Commute Alternatives Program

Helps you find less stressful, less expensive, and less polluting options than driving alone to work. Incentives include commuter checks.

Commuter benefits

Employee Purchase Programs

Purchase computer hardware, peripherals and software for personal use at a discount

Employee Software Purchasing portal

Wellness Programs Designed to help you have a healthier lifestyle as well as reduce stress and lower medical costs

Wellness Incentive Dollars Program

Educational Benefits Program/Service Overview For More Information

Educational Reimbursement Program

Get help with the cost of improving your professional skills through formal education

Educational Assistance Program

529 College Savings Plan Start saving now for your child’s (or grandchild’s) future college costs

The Alliance CollegeBound Select “Company” and enter: Username: Adobe, Password: Adobe529

Other Benefits Program/Service Overview For More Information

Matching Gift Program Doubles the impact of your donations to eligible nonprofit organizations and schools

Corporate Responsibility Portal Community Home (SSO)

Patent Award Program Provides recognition and rewards for the patents and inventions that Adobe employees produce

Adobe's Patent Practice Group

In general, you’re eligible for these benefits if you meet the requirements outlined in the Group Welfare Plan SPD. However, some benefits have additional eligibility requirements; these requirements are noted where applicable.

S i & C ti I ti

Your other benefits offer opportunities to help you balance your personal and professional responsibilities, provide educational opportunities, and more.

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Savings & Compensation Incentive Programs

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Savings & Compensation Incentive Programs The Adobe Savings & Compensation Incentive Programs are key components of your Adobe Rewards package. They include:

• A tax-advantaged retirement account that helps you build a secure financial future (with help from Adobe) and

• Cash and equity incentives that encourage you to earn cash and acquire Adobe common stock and benefit from the value you help create through your hard work at Adobe.

Retirement & Savings Plans Adobe’s Retirement & Savings Plans give you two ways to build financial security for your future, and generate long-term savings and capital accumulation:

• 401(k) Retirement Savings Plan – Allows you to save for your retirement and benefit from Company matching contributions. You can choose how to invest your, and Adobe’s, contributions.

• Deferred Compensation Plan – Gives eligible employees the flexibility to defer receipt of income until a scheduled future date or retirement.

The Adobe 401(k) Retirement Savings Plan The Adobe 401(k) Retirement Savings Plan is a long-term savings plan that allows you to build retirement savings and choose how you invest those savings. You can save on a tax-deferred and/or after-tax basis through convenient, automatic payroll deductions. Additionally, Adobe will contribute to your 401(k) Plan account through matching contributions.

Who Is Eligible Generally, you’re eligible to participate in the 401(k) Plan if you’re an Adobe U.S. employee or intern.

Key Facts about the Plan • You may contribute 1% to 65% of your eligible compensation, subject to IRS annual limits.

• Adobe matches 50% of the first 6% of eligible compensation. The Company match is subject to a three-year vesting schedule.

• You can choose to save in a traditional tax-deferred 401(k) plan, an after-tax Roth 401(k), or a combination of both.

• You can choose from three investment paths:

• Target Retirement Funds

• Core Investment Funds

• Vanguard Brokerage Option

• You can roll over your qualified accounts to the Adobe 401(k) Plan.

Auto-enrollment & One Step Save Program Within approximately 60 days following your hire or rehire date, you’ll be automatically enrolled in Adobe’s 401(k) Plan. You may choose your contribution rate and direct your 401(k) Plan investments.

If you don’t choose a rate or specific investments prior to the first applicable deduction, you’ll automatically be enrolled in a Vanguard® Target Retirement Fund based on your age. Your pre-tax contribution rate will be 6% and will be deducted from each paycheck and invested on your behalf (along with the Company matching component).

In addition, through Vanguard’s One Step Save program, any participant with a contribution rate of less than 10% will be automatically increased in March of each year by 1% until you reach a 10% deferral rate.

Savings & Compensation Incentive Programs offer you the opportunity to build funds for the future through the 401(k) Retirement Savings Plan and the Deferred Compensation Plan.

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Participation is voluntary. You can modify the terms of your enrollment or opt out of participation by contacting Vanguard within 60 days of your enrollment notice, or at any time thereafter. To modify the terms of your enrollment, or to opt out of participation, access www.vanguard.com. You must first register for account access using the Adobe 401(k) Plan number 096204. You may also contact Vanguard Participant Services at 800-523-1188.

For More Information For additional information regarding Adobe’s 401(k) Plan, you may access the Adobe 401(k) informational website at http://adobe.vanguard-education.com/. On this site you can also access the 401(k) Plan Summary Plan Description, which provides detailed information about the 401(k) Plan and your benefits under this plan.

You can also access 401(k) Plan information at www.vanguard.com or by contacting Vanguard Participant Services at 800-523-1188.

Deferred Compensation Plan The Adobe Deferred Compensation Plan (DCP) provides eligible employees an additional opportunity to tax-defer a portion of income until a scheduled future date or retirement. The DCP also gives you the flexibility of deferring receipt of certain components of your equity compensation. Besides retirement, you can use the DCP to save for any personal financial goal. Because the DCP allows you to select a distribution date for the assets you defer, you can plan ahead for certain life events – such as a child’s college tuition or wedding – that will occur before you retire.

Who Is Eligible U.S. director-level employees and above and employees in equivalent positions are eligible to participate in the DCP.

Employee Contributions Eligible participants may defer cash and equity compensation from the following sources:

• Base salary, from 1% to 75%

• Commissions, from 1% to 100%

• Annual Incentive Plan (AIP) bonus, from 1% to 100%

• Performance shares, 0% or 100% per vest period

• Restricted stock units (RSUs), 0% or 100% per vest period

You should consult your tax advisor prior to electing to defer.

Deferral elections are irrevocable and cannot be changed. Upon vesting, deferred performance shares and restricted stock units (RSUs) remain in the DCP as shares of Adobe common stock, and such shares cannot be sold, transferred or invested. Performance shares and RSUs are issued as shares of Adobe common stock upon distribution.

Additional Information For more information regarding Adobe’s DCP and for a copy of the DCP document, you may access the Adobe DCP informational website at http://adobe.vanguard-education.com/dcp/. You can also contact Vanguard Participant Services at 800-523-1188.

This information has been provided to give you a general description of the main features of the DCP and is qualified by the terms and conditions of the complete DCP. Should any inconsistencies exist between this summary and the DCP, the DCP will control. For a copy of the DCP document, you may access the DCP informational website at http://adobe.vanguard-education.com/dcp/.

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Compensation Incentive Programs

Equity Incentive Program Adobe’s Equity Incentive Program provides an opportunity for Adobe to align employee rewards with the success of the Company and stockholder interests. Under this program, eligible employees may receive grants of Company equity awards, such as restricted stock units or performance shares, as compensation for service to the Company. These awards may include restrictions and conditions, such as the successful completion of performance goals or continued service with the Company.

To learn more about the program and about how equity awards are granted, you can access the Equity Incentive Program prospectus on the People Resources website at http://hrweb-new.corp.adobe.com/hr/main/stock.aspx

Employee Stock Purchase Plan Adobe’s Employee Stock Purchase Plan (ESPP) gives you the opportunity to invest in the company you’re helping to build and benefit from the stockholder value you’re working to create. Through convenient payroll deductions, you can purchase Adobe stock at a discount of at least 15% of its fair market value.

For detailed information about the terms of the ESPP, you can access the ESPP prospectus on the People Resources website at http://hrweb-new.corp.adobe.com/hr/main/stock.aspx.

Annual Incentive Plan The Adobe Annual Incentive Plan (AIP) provides you with the opportunity to receive cash compensation on top of your regular base pay. This Plan provides you with a short-term incentive to create value for our customers and stockholders with the work you perform on an ongoing basis. Through the Plan, you can benefit directly when Adobe achieves its corporate goals and you achieve your individual goals.

The Annual Incentive Plan is available on the People Resources website under “Compensation”.

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Life Events Guide

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Life Events Guide If there is one thing you can count on in life it’s that things are always changing. Fortunately, your Adobe Rewards package provides you with the ability to prepare for the things you can predict and respond to the things you can’t plan for.

As a new employee, you must make your health and welfare plan elections within 15 days of your hire date by accessing your enrollment through the Adobe Benefits Enrollment Site. Thereafter, you will make these benefit elections once each year during Open Enrollment or when you experience a change in status. The following information will help you when you experience a life change or other status event, or just need to access your Adobe benefit plans and coverage during the year. You’ll find useful information about how your benefits work, things to consider and actions you can take.

An Important Note The initial benefit elections you make under the Health and Welfare (H&W) Program when you enroll as a new employee or during the annual Open Enrollment period – including any benefits to which you are defaulted – generally remain in effect throughout the Plan Year.

However, you may change your elections if you experience certain status changes (often referred to as “life events”) as described in “Making Changes to Your Elections” in the Adobe Group Welfare Plan Summary Plan Description (“SPD”). Here’s what you need to know:

• Election changes are submitted on the Adobe Benefits Enrollment Site.

• You have 31 days from the date of a status change to submit a change in your election.

If you don’t change your election within 31 days (the day of the event is day one), your next opportunity to do so will be during the next annual Open Enrollment period, unless you experience another subsequent status change and submit your changes on time.

These rules are very restrictive are designed to comply with federal regulations, so be sure to review this section and the Group Welfare Plan SPD when considering an election change mid-year.

You may change your 401(k) Plan, Employee Stock Purchase Plan and 529 College Savings Plan elections at any time during the year, regardless of whether you experience a status change. Similarly, you may change your beneficiary designations for the 401(k) Plan, Life Insurance, and/or AD&D insurance at any time, subject to applicable restrictions.

• To make any changes to your Adobe 401(k) Retirement Savings Plan account, go to www.vanguard.com or contact Vanguard Participant Services at 800-523-1188.

• To make changes to your H&W benefits, go to the Adobe Benefits Enrollment Site.

Life Events/Status Changes

See “Making Changes to Your Elections” in the Group Welfare Plan SPD for the rules.

Review the Life Events and Allowable Changes document available on the home page of the Adobe Benefits Enrollment Site for more details about the changes you can make based on your status change. You have 31 days from the date of your status change (the day of the event is day one) to submit an election change request. Contact People Resources if you need assistance or have questions.

Note: You are required to notify Adobe if your dependent loses eligibility for coverage. For example, if your covered child turns age 26, you must remove him or her from Plan coverage. Misrepresenting or failing to report a status change that affects eligibility for coverage in a timely manner can result in disciplinary action, up to and including termination of your employment. In addition, you may be liable for claims paid on your and/or your dependents' behalf for maintaining coverage if you or your dependents are not eligible, as well as civil action and reasonable attorney fees.

This Life Events Guide will help you when you experience a life change or other status event, or just need to access your benefits and coverage during the year.

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College Intern Benefits

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College Intern Benefits

Adobe’s College Intern Program is a professional development program designed to provide college students with practical job-learning experience that aids in the development of their careers. Interns are recruited and selected for the possibility of eventually becoming regular Adobe employees.

Intern employees are eligible for the following benefits while on active status:

• Holiday pay (provided you’re on active status prior to and after the holiday). Note: The Company may occasionally close its facilities for periods of time. Typically, closures may occur before and/or after Christmas, New Year’s Day, Thanksgiving and Independence Day. Days that are not holidays during this time are unpaid. If your manager specifically requests that you work during the shutdown, you will be paid for the time worked.

• Employee Purchase Program

• Use of on-site exercise facility in San Jose

• Attendance at Company meetings and events, including the annual picnic and holiday party

• Matching Gift Program

• Workers’ Compensation insurance coverage

• Commute Alternatives Program (all regular Adobe employees commuting to a work site in the United States are eligible for a transit subsidy)

As an intern, you’re not eligible for other benefits, including but not limited to Exempt and Non-Exempt Time Off, Sabbatical Program, equity awards, Educational Assistance Program, Adoption Assistance Program, Short- and Long-Term Disability, annual review, and Health & Welfare Program benefits.

If you’re hired as a regular Adobe employee, you’ll be eligible for all regular benefits as described below.

Your Benefits Upon Change from an Intern to a Regular Employee Status

Benefit Effective Date* Additional Details

Health & Welfare (H&W) Program

Change to Regular Status Date

You will be eligible for Health & Welfare (H&W) Program benefits the date you change to regular employee status, provided you meet the H&W eligibility requirements. For details refer to the Adobe Systems Incorporated Group Welfare Plan Summary Plan Description (“SPD”)

Non-Exempt Personal Time Off (PTO) Exempt Time Off and Sick Time

Service Date PTO is available to non-exempt employees for vacation, sick time for personal illness or to care for a sick family member, and for Company breaks. Your accrual rate will be based on all time worked for Adobe upon the date you change to regular employee status, regardless of the length of any break(s) in service. Sick Time is available to exempt employees for personal illness or to care for a sick family member. Exempt employees work directly with their managers to arrange for time off for vacation or other personal reasons.

Sabbatical Change to Regular Status Date

Interns that are sabbatical-eligible on or after 8/19/2008, where there is no break in service, will have their sabbatical date based on their Service Date. Interns hired on or before 8/18/2008, where there is no break in service, will be sabbatical-eligible as of their “intern to regular” hire date.

401(k) Plan Change to Regular Status Date

If you did not participate in the 401(k) Plan as an intern, you may begin participation the date you change to regular employee status.

Vesting/Match Service Date If you change to regular employee status, you will receive credit for the time you were on active intern status for vesting purposes.

Employee Stock Purchase Plan (ESPP)

Change to Regular Status Date

If you were not eligible to participate in the ESPP as an intern, you will become eligible on the date you change to regular employee status if you meet the plan requirements.

Equity Incentive Plans Change to Regular Status Date

You will become eligible to receive equity awards on the date you change to regular employee status.

529 College Savings Plan

Change to Regular Status Date

If you did not participate in the 529 College Savings Plan as an intern, you may begin participation on the date you change to regular employee status.

College students who are participating in Adobe’s College Intern Program are provided with a range of benefits.

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