170602:0941

DELUXE CORPORATION 401(k) AND PROFIT SHARING PLAN

SUMMARY PLAN DESCRIPTION

May 1, 2016

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INFORMATION IN THIS

SUMMARY

INTRODUCTION ............................................. 1

WHY CONTRIBUTE TO THE PLAN? ........... 2

ELIGIBILITY .................................................... 2

Eligibility for New Employees .................... 2 Eligibility for Rehired Employees ............... 3 Eligibility for Employees of an Acquired

Company ..................................................... 3

YOUR CONTRIBUTIONS AND YOUR

EMPLOYER CONTRIBUTIONS ..................... 5

Your Pre-tax 401(k) Contributions .............. 5 Your Roth 401(k) Contributions ................. 5 Which Is Better For You?............................ 6 Catch-Up Contributions .............................. 6 Matching Contributions ............................... 7 Profit Sharing Contributions........................ 8 Rollover Contributions ................................ 9 Employer Pension Contributions ............... 10 Special Rules for Contributions................. 10

INVESTMENT OF ACCOUNTS ................... 11

In General .................................................. 11 Participant Direction of Investments ......... 11 ERISA Section 404(c) ............................... 11 Information on Investment Funds ............. 11 Adjustment of Accounts ............................ 12 Account Statements ................................... 12 Risk of Loss ............................................... 12 Investment Restrictions ............................. 12

VESTING ........................................................ 13

PAYMENT ...................................................... 13

Payment to You After Termination ........... 13 Payment to Your Beneficiary .................... 15 Payment During Employment ................... 17 Retiree Health Account ............................. 20 In General .................................................. 20 Loans ......................................................... 20

CLAIMS PROCEDURES ............................... 22

Steps in Filing a Claim .............................. 22 Steps in Filing Request for Review ........... 23

PLAN AMENDMENT AND

TERMINATION ............................................. 25

WHO TO CONTACT: THE PLAN

ADMINISTRATOR, PLAN SPONSOR,

TRUSTEE AND RECORDKEEPER .............. 25

Plan Name ................................................. 25 Plan Number ............................................. 25 Plan Administrator .................................... 25 Plan Sponsor ............................................. 25 Trustee ....................................................... 26 Recordkeeper ............................................ 26

ADDITIONAL INFORMATION ................... 26

QDRO Procedures ..................................... 26 Address Updates ....................................... 26 Fees and Expenses..................................... 26 Service of Legal Process ........................... 27 Type of Plan .............................................. 27 USERRA ................................................... 27 Normal Retirement Age ............................ 27 Uncashed Check Procedures ..................... 27 ERISA Rights ............................................ 27

ABOUT THIS SUMMARY

This booklet is a summary of the Deluxe

Corporation 401(k) and Profit Sharing Plan (the

“Plan”). It describes the general operation of the

Plan and outlines your rights and obligations

under the Plan. It is, however, only a summary.

It does not describe every Plan feature, nor is it

used to administer the Plan.

The Plan’s official terms are in the Plan

document entitled “Deluxe Corporation 401(k)

and Profit Sharing Plan (2016 Restatement),”

along with any amendments to that document.

The plan administrator will only use the official

Plan document to administer the Plan and

resolve any disputes. If there is a discrepancy

between this Summary and the Plan document,

the Plan document will control.

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A summary cannot give all the details, and the

details may affect your benefits. You must read

the Plan document to gain a complete

understanding of the Plan. If you have questions

about the Plan, you should contact the Human

Resources Department.

INTRODUCTION

We all look forward to the day we can retire.

We plan to take trips, have more time for

hobbies, or pursue our dreams. The Deluxe

Corporation 401(k) and Profit Sharing Plan can

help you achieve your retirement goals.

The Plan allows you to contribute a portion of

your pay to a pre-tax 401(k) account, an after-

tax Roth 401(k) account, or both. The Plan also

allows your Employer to make matching

contributions and profit sharing contributions.

The Plan also includes the Deluxe Corporation

Defined Contribution Pension Plan’s money

purchase pension account (the “pension

account”) and retiree health account that were

merged into the Plan on December 31, 2013.

You choose how to invest your contributions,

your matching contributions, your profit sharing

contributions and your pension account.

The following is a list of some terms used in this

Summary:

• Accounts. Your contributions, any

employer contributions, and other

contributions (such as rollover

contributions) are held in separate accounts

within your account for bookkeeping

purposes. Your pension account is included

in your account. The retiree health account

is not included in your account.

• Committee. The group of people who

administer the Plan, unless the Employer has

appointed someone else to administer the

Plan.

• Employer. The “Employer” is Deluxe

Corporation (“Deluxe”) or any affiliate of

Deluxe that is a participating employer

under Schedule I of the Plan. A profit center

is a substantially integrated economic unit of

an Employer that Deluxe recognizes as a

separate profit center for internal

bookkeeping purposes and which is

designated under Schedule I of the Plan.

• Employer Contributions. The Employer

will make matching contributions equal to a

portion of your contributions. The

Employer may also make profit sharing

contributions to the Plan for eligible

participants. The Employer discontinued

pension contributions effective for all years

beginning on or after January 1, 2011.

• Participant. You become a participant in

the Plan once you satisfy the Plan’s

eligibility requirements.

• Vested. “Vested” refers to how much of the

balance in your account that you own. You

are “100% vested” in your account in the

Plan at all times (except for some transfer

accounts).

• Year. The term “year” generally refers to a

“Plan Year.” A “Plan Year” is the 12-month

calendar year.

Did you know?

The summary uses a number of terms, such as

“pay” and “year” in the place of more formal

terms (“Recognized Compensation” and “Plan

Year”) defined in the Plan document. We do

this to make the Summary easier to read. The

Plan document’s defined terms, however, not the

Summary’s terms, are used to administer the

Plan. See the Plan for details.

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WHY CONTRIBUTE TO

THE PLAN?

The amounts you contribute to a pre-tax 401(k)

account are not subject to federal or state income

tax at the time you make the contributions.

Your contributions (and investment earnings)

are not taxed until you withdraw them, so your

benefit is able to accumulate tax-deferred until

that time.

Example

Suppose you decide to receive $1,000 in pay

rather than contribute it to a pre-tax 401(k)

account. Also suppose you pay income tax at

the 25% federal income tax rate and at a 5%

state income tax rate. You will pay $300 of the

$1,000 in income taxes. After deducting social

security and Medicare taxes, your net take home

pay would be approximately $623.

In contrast, if you contribute the $1,000 to a pre-

tax 401(k) account, only the social security and

Medicare taxes are withheld. You will

contribute $923 to your retirement savings.

The amounts you contribute to a Roth 401(k)

account are subject to federal and state income

at the time you make the contributions.

However, these Roth 401(k) contributions (and

investment earnings) are generally not taxed

when you withdraw them.

In addition to the advantages of tax-deferred or

tax-free growth through making pre-tax 401(k)

or Roth 401(k) contributions, respectively, you

will be eligible to receive matching

contributions. See the section on contributions

for more details.

ELIGIBILITY

Eligibility for New Employees

Eligibility for 401(k) Contributions. To

initially become a participant eligible to make

pre-tax 401(k) and Roth 401(k) contributions,

you must:

• be classified by an Employer as being in

Recognized Employment,

• be regularly scheduled to work 1,000 hours

a year, and

• complete 30 days of service if you are hired

on or after January 1, 2010.

If you satisfy these requirements, you become

eligible to make contributions to the Plan on the

day after you complete 30 days of service.

If you are not regularly scheduled to work at

least 1,000 hours a year, you become eligible to

make contributions on the January 1, April 1,

July 1, or October 1 after you complete at least

one year of service (if you are employed in

Recognized Employment).

Eligibility for Employer Contributions. To

initially become eligible to receive Employer

matching contributions and to become eligible to

qualify for any Employer profit sharing

contributions, you must:

• be classified by an Employer as being in

Recognized Employment, and

• have completed one year of service.

If you satisfy these requirements, you become

eligible to receive Employer matching

contributions and to qualify for any Employer

profit sharing contributions (in accordance with

the rules discussed on pages 7 and 8) on the next

“entry date.” The entry dates are January 1,

April 1, July 1, and October 1. If you are not

employed in Recognized Employment on the

first entry date after you complete a year of

service, you will become eligible to receive

Employer matching contributions and to qualify

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for any Employer profit sharing contributions (in

accordance with the rules discussed on pages 7

and 8) when you transfer to Recognized

Employment.

If you were a participant in the Deluxe

Corporation Defined Contribution Pension Plan

as of December 31, 2010, you will continue to

be a participant in the Plan with respect to your

pension account. If you were not a participant in

the Deluxe Corporation Defined Contribution

Pension Plan as of December 31, 2010, you will

not be eligible for a pension account.

Eligibility for Rehired Employees

If you were previously employed by Employer,

you can enroll in the Plan again immediately

after you are rehired and are classified in

Recognized Employment. If you had previously

completed a year of service, you will be eligible

to receive Employer matching contributions and

to qualify for any Employer profit sharing

contributions. If you had not previously

completed a year of service, you must first

complete a year of service before you will

become a participant eligible to receive

Employer matching contributions and to qualify

for any Employer profit sharing contributions.

The Employer discontinued pension

contributions effective for years beginning on or

after January 1, 2011. This means if you were

previously a participant with a pension account,

your employment ended and you are rehired

after December 31, 2010, after you are rehired,

you will not receive any pension contributions

under the Plan.

Eligibility for Employees of an Acquired

Company

Certain transition rules may apply to Plan

eligibility, your contributions, matching

contributions, profit sharing contributions, loans,

and vesting if you were an employee of a

company that was acquired by or merged with

Deluxe or a Deluxe affiliate. If you have

questions regarding your eligibility to participate

in the Plan, contact the plan administrator.

Service

In general, “service” or “employment” means a

period of time during which the Employer pays

you as a common-law employee and provides

you with a Form W-2. See the Plan for details

regarding service for eligibility.

Hour of Service

In general, an “hour” or “Hour of Service”

means any hour for which the Employer pays

you as a common-law employee. If, however,

your Employer does not keep track of the actual

hours you work, you will be credited with

190 hours for each month that you work at least

one hour for your Employer.

Eligibility Service

In general, a “year of service” or “Eligibility

Service” means a year in which you work at

least 1,000 hours (specifically, “Hours of

Service”). Your service for eligibility begins to

count as of your first day of work. If you have

at least 1,000 hours (specifically, “Hours of

Service”) in your first 12 months, you have a

year of service. If you do not, you may become

eligible by completing 1,000 hours during any

calendar year beginning after your initial date of

hire.

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Recognized Employment

The term “Recognized Employment” is defined

in the Plan. In general, “Recognized

Employment” means all workers classified by

the Employer as employees for both payroll and

personnel purposes. But this excludes service

classified by the Employer as: (1) employment

under a collective bargaining agreement unless

that agreement expressly provides for the

employee’s coverage; (2) employment as a

nonresident alien; (3) employment in an

Employer division or facility not in existence on

January 1, 1997, unless the Committee

designates such employees as eligible;

(4) employment as a United States citizen or a

United States resident alien outside the United

States unless the Committee designates such

employees as eligible; (5) employment as a

temporary employee, (6) employment to the

extent agreed in writing by the employee, and

(7) employment of an individual who is a

resident of Puerto Rico. Workers not classified

by the Employer as employees for both payroll

and personnel purposes are not in Recognized

Employment, including, but not limited to,

service as a leased employee, leased owner,

leased manager, shared employee, shared leased

employee, temporary worker, independent

contractor, contract worker, agency worker,

freelance worker, or other similar classification.

The Employer’s classification of you at the time

of inclusion or exclusion in Recognized

Employment is conclusive. Any uncertainty

regarding your classification will be resolved by

excluding you from Recognized Employment.

See the Plan for details.

Example

Example: Alice starts full-time work in

Recognized Employment on October 1, 2015.

She completes 30 days of service on October 30,

2015. On October 31, 2015, she is a participant

and eligible to make 401(k) contributions. She

will be automatically enrolled to make pre-tax

401(k) contributions at the rate of four percent

(4%) of pay beginning as soon as

administratively possible on or after October 31,

2015, unless she declines to make 401(k)

contributions, elects a different pre-tax 401(k)

contribution rate, or elects to make Roth 401(k)

contributions instead. Alice completes one year

of service on September 30, 2016. On

October 1, 2016, Alice becomes eligible to

receive matching contributions and eligible to

share in the profit sharing contribution for the

year ending December 31, 2016 (if she qualifies

as described on pages 7 and 8). Alice has no

pension account.

Example: Harry starts work on July 9, 2014, in

a job classification that is not in Recognized

Employment (e.g., temporary employee). From

July 9, 2014 through July 8, 2015, he works at

least 1,000 hours. On October 29, 2015, he

transfers to Recognized Employment. He then

becomes a participant eligible to make 401(k)

contributions and to receive matching

contributions on October 29, 2015. He will be

automatically enrolled to make pre-tax 401(k)

contributions at the rate of four percent (4%) of

pay beginning as soon as administratively

possible after he receives the enrollment

materials for the Plan, unless he declines to

make 401(k) contributions, elects a different

pre-tax 401(k) contribution rate, or elects to

make Roth 401(k) contributions instead. He is

also eligible to share in the profit sharing

contribution for the year ending December 31,

2013 (if he qualifies as described on pages 7

and 8). Harry has no pension account.

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YOUR CONTRIBUTIONS

AND YOUR EMPLOYER

CONTRIBUTIONS

Your Pre-tax 401(k) Contributions

If you are a participant, as defined under the

“Eligibility” section, you may contribute a

percentage of your pay each pay period to the

Plan as “pre-tax 401(k) contributions.” This

means that the amounts of these contributions

are not included in your federal taxable income.

These contributions are, however, subject to

social security taxes. This means the

contributions will not reduce your social security

benefits.

You may enroll for pre-tax 401(k) contributions

by calling Empower Retirement at

1-800-345-2345 or logging on to

www.retireonline.com. Your Employer will

begin taking the contributions out of your pay as

of the first possible payroll period after your

enrollment is processed. Your pre-tax 401(k)

contributions will be credited to your pre-tax

401(k) account.

Automatic Enrollment for Newly Eligible

Employees. When you are first eligible to

become a participant in the Plan, you will

receive a notice describing the automatic

enrollment feature of the Plan. If you do not

make a pre-tax 401(k) contribution election, you

will be automatically enrolled to make pre-tax

401(k) contributions at the rate of 4% of your

pay for each pay period beginning on the date

you become a participant in the Plan, unless you

affirmatively elect a different percentage,

affirmatively decline to make pre-tax 401(k)

contributions, or affirmatively elect to make

Roth 401(k) contributions instead.

Automatic Enrollment for Rehired

Employees. When you are rehired and you are

classified in Recognized Employment, you can

enroll in the Plan again immediately. You will

receive a notice describing the automatic

enrollment feature of the Plan. If you do not

make a pre-tax 401(k) contribution election, you

will be automatically enrolled to make pre-tax

401(k) contributions at the rate of 4% of your

pay for each pay period beginning as soon as

administratively possible after you receive such

notice, unless you affirmatively elect a different

percentage, affirmatively decline to make

pre-tax 401(k) contributions, or affirmatively

elect to make Roth 401(k) contributions instead.

Automatic Increase in Pre-tax 401(k)

Contribution Rate. If you are automatically

enrolled in the Plan, your pre-tax 401(k)

contribution rate will automatically increase

annually by two percent (2%) until the earlier of

(i) your pre-tax 401(k) contribution rate equals

fifteen percent (15%), or (ii) you affirmatively

decline to have your pre-tax 401(k) contribution

rate automatically increased. Generally, the

automatic annual increase will occur as soon as

administratively possible on or after March 1st

of each year.

Empower Retirement will notify you of the

automatic increase in your pre-tax contribution

rate. If you do not want your pre-tax 401(k)

contribution rate to increase, you may change

your pre-tax 401(k) contribution rate and the

automatic annual increase as of any subsequent

business day. You may elect (1) to have your

pre-tax 401(k) contribution rate increase by

more than or less than two percent (2%) each

year, (2) to continue the automatic two percent

(2%) increase in your pre-tax 401(k)

contribution rate after your pre-tax contribution

rate equals fifteen percent (15%), (3) to have the

automatic increase occur as of some other date,

or (4) any combination of (1), (2) or (3). Such

elections may be made by calling Empower

Retirement at 1-800-345-2345 or logging on to

www.retireonline.com.

Your Roth 401(k) Contributions

If you are a participant, as defined under the

“Eligibility” section, you may also contribute a

percentage of your pay each pay period to the

Plan as “Roth 401(k) contributions.” The

amounts of these contributions are included in

your federal taxable income. However, your

Roth 401(k) contributions (and investment

earnings) are generally not taxed when you

withdraw them.

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You may enroll for Roth 401(k) contributions by

calling Empower Retirement at 1-800-345-2345

or logging on to www.retireonline.com. Your

Employer will begin taking the contributions out

of your pay as of the first possible payroll period

after your enrollment is processed. Your Roth

401(k) contributions will be credited to your

Roth 401(k) account.

Which Is Better For You?

Making a decision to contribute on a pre-tax

401(k) or Roth 401(k) basis is difficult. It is a

personal decision that you have to make. We

strongly urge you to seek qualified financial or

tax advice as to what is likely to be the best for

you given your personal circumstances.

Some factors that your financial or tax advisor

may consider are your current federal and state

tax rates and available tax credits, the length of

time the money will be in the Plan, as well as

predictions of future tax rates and your level of

taxable income during retirement.

We will not provide tax or financial advice to

you.

Change or Terminate 401(k) Contribution

Rate.

You may change your pre-tax 401(k) and Roth

401(k) contribution rate as of any subsequent

business day by making a new contribution

election by calling Empower Retirement or

logging on to www.retireonline.com. You may

terminate your enrollment at the end of a payroll

period by calling Empower Retirement or

logging on to www.retireonline.com. If you

terminate your enrollment, you may begin

contributing again as of any subsequent payroll

period.

Limits.

You may elect to contribute from 1% to 50% (in

whole percentages) of your pay to your pre-tax

and Roth 401(k) accounts. Although currently

all participating Employers and profit centers

permit the same percentages of pre-tax 401(k)

and Roth 401(k) contributions by their

employees, the Plan provides that the permitted

percentages of 401(k) contributions may vary

among Employers and/or among profit centers.

The percentages of permitted employee

contributions may be changed from year to year.

Federal law has an annual limit (as adjusted for

cost of living) on the total amount that you may

contribute each year to your pre-tax and Roth

401(k) accounts, regardless of the percentage of

pay you elect to contribute. The adjusted limit

for 2016 is $18,000. This limit is reduced by the

amount of any similar contributions you make to

another employer’s retirement plan. To comply

with federal law, it might be necessary from

time to time to limit the maximum percentage of

pay that may be contributed to the Plan.

Catch-Up Contributions

If you are a participant in the Plan and you will

be age 50 or older during the year, you may be

eligible to make additional 401(k) contributions

known as “catch-up” contributions. Catch-up

contributions will be deducted from your pay

unless you elect otherwise. Your catch-up

contributions will be credited to your pre-tax

401(k) and Roth 401(k) accounts, according to

your elections for 401(k) contributions.

Eligibility for Catch-Up Contributions. To be

eligible to make a catch-up contribution, you

must satisfy the following two requirements:

(1) you must be age 50 or older (if you will

attain age 50 during the calendar year, then you

satisfy this requirement), and (2) you must either

contribute: (i) the maximum dollar amount of

pre-tax and Roth 401(k) contributions permitted

under federal law ($18,000 for 2016), or (ii) the

maximum percent of your pay permitted under

the Plan (50% of your pay).

Election. If you are eligible to make catch-up

contributions, then catch-up contributions will

be automatically deducted from your pay (at the

same rate as your pre-tax 401(k) and Roth

401(k) contributions), unless you elect

otherwise. If you want to change your

contribution rate, or the designation of your

contributions as pre-tax 401(k), Roth 401(k), or

both, contact Empower Retirement at

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1-800-345-2345. You may contribute up to the

dollar amount permitted under federal law for

that particular year.

Limits. Federal law has an annual limit (as

adjusted for cost of living) on the amount that

you may contribute each year for catch-up

contributions to your pre-tax and Roth 401(k)

accounts. The adjusted limit for 2016 is $6,000.

This limit is reduced by the amount of any

similar contributions you make to another

employer’s retirement plan.

Recognized Compensation

In general, “pay” or “Recognized

Compensation” means all wages, salary, and

other compensation (before income and social

security withholding taxes) the Employer pays

you while you are in Recognized Employment

and a participant. Recognized Compensation

includes the amounts that would have been paid

to you if you had not enrolled in the Plan and

generally any other Employer retirement or

“cafeteria” employee benefit plans. Recognized

Compensation does not include

(1) reimbursements or other expense allowances,

(2) welfare and fringe benefits including

third-party sick pay (including short-term and

long-term disability insurance benefits), income

imputed from insurance coverage and premiums

and employee discounts (including discounts on

stock purchases), (3) payments for vacation or

sick leave accrued but not taken, (4) moving

expenses, (5) deferred compensation, (6) cash

incentives and bonuses, including spot, special

and other similar kinds of one-time cash

bonuses, (7) the value of any stock options,

stock appreciation rights, restricted shares and

units, and performance shares and units that you

receive from your Employer, (8) nontaxable

worker’s compensation payments, and (9) sales

draw. Pay in excess of the annual compensation

limit ($265,000 in 2016, and as adjusted for cost

of living from time to time) is also excluded

from Recognized Compensation. See the Plan

for details.

Matching Contributions

Amount of Matching Contributions. The Plan

provides that the matching contribution may

vary among the Employers (or profit centers

within an Employer). The amounts of the

matching contribution may change from year to

year.

If you are employed by two or more Employers

(or profit centers within Employers) in a year,

the amount of matching contributions you

receive for the year by each Employer or profit

center will be pro-rated for the pay you earned

while employed by each Employer or profit

center.

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Certain Employers (or profit centers within

Employers) do not currently provide matching

contributions. Prime Employee Payroll, QBF

Employee Payroll, MHC Employee Payroll,

USFI Employee Payroll, PDEC Employee

Payroll, QBS Employee Payroll, Fresno

Employee Payroll, Precision Employee Payroll,

Image Distribution d/b/a Fontis Services,

Financial Institutions Service Corporation, and

AccuSource Solutions Corporation do not

provide matching contributions.

If you are employed by an Employer or profit

center that makes a matching contribution, and

you are eligible to receive the matching

contribution, the matching contribution will be

based on the amount of your contributions. The

matching contribution will be an amount equal

to 100% of the first 1% of pay you contribute for

each pay period, and 50% of the next 5% of pay

you contribute for each pay period. In other

words, your Employer will match $1 for each $1

you contribute up to 1% of pay, and $.50 for

each $1 you contribute from 2% to 6% of pay,

for a total of a 3.5% match when you defer 6%

of pay.

Your catch-up contributions are not eligible for

matching contributions. All matching

contributions are credited to your employer

matching account.

Eligibility for Matching Contributions. If you

are a participant for employer contributions, as

defined under the “Eligibility” section, you are

eligible for matching contributions.

Example

Alice starts full-time work in Recognized

Employment on August 1, 2014. Alice

completes a year of service on July 31, 2015 and

is eligible to receive matching contributions on

October 1, 2015. If she has enrolled to make

contributions, her share of the matching

contributions for the year ending December 31,

2015, is based on her contributions during the

period from October 1, 2015 to December 31,

2015.

Annual Top Off. If you are employed by an

Employer or a profit center that has made

matching contributions for the year and at the

end of the year, your matching contribution is

less than 100% of the first 1% and 50% of the

next 5% of pay that you contribute for that year

and you worked at least 1,000 hours during the

year, your Employer will make an end-of-year

“top off” contribution so your total matching

contribution for the year will be not less than

100% of the first 1% and 50% of the next 5% of

pay that you contributed for the year. Your

catch up contributions are not eligible for an

end-of-year “top off” contribution. All top off

contributions are credited to your employer

matching account.

Profit Sharing Contributions

Amount of Profit Sharing Contributions.

Each Employer (or profit center within an

Employer) may make profit sharing

contributions to the Plan in an amount

determined by Deluxe. Generally, the amount of

the profit sharing contribution, if any, will

depend on the profitability of the Employer or

profit center. The amount of each Employer’s

profit sharing contribution may vary among

Employers and/or among profit centers.

The amounts of the profit sharing contributions

may be changed from year to year. Moreover,

the Employer or profit center is generally not

required to make a profit sharing contribution.

If your Employer or profit center makes such a

contribution and you qualify as described below,

your share will be in the proportion that your

pay bears to the total pay of all qualifying

participants within your Employer or profit

center unless you are employed by Financial

Institutions Service Corporation. If you are

employed by Financial Institutions Service

Corporation, your profit sharing will be a

contribution of 1% of compensation, regardless

of profits and your proportion of pay to the total

pay of all qualifying participants within

Financial Institutions Service Corporation.

If you are employed by two or more Employers

(or profit centers within Employers) in a year,

the amount of profit sharing contributions you

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receive for the year by each Employer or profit

center will be pro-rated for the pay you earned

while employed by each Employer or profit

center.

Certain Employers (or profit centers within

Employers) do not currently provide profit

sharing contributions. Currently, Prime

Employee Payroll, QBF Employee Payroll,

MHC Employee Payroll, USFI Employee

Payroll, PDEC Employee Payroll, QBS

Employee Payroll, Fresno Employee Payroll,

Precision Employee Payroll, Image Distribution

d/b/a Fontis Services, and AccuSource Solutions

Corporation do not provide profit sharing

contributions.

Eligibility for Profit Sharing Contributions.

If you are a participant for employer

contributions, as defined under the “Eligibility”

section, to be eligible to receive a profit sharing

contribution for a particular year, you must:

• be a participant for employer

contributions by the last entry date of

that year (i.e., by October 1) (once you

are a participant, you do not have to

meet this requirement again), and

• work at least 1,000 hours during that

year.

The profit sharing contribution will be allocated

to your employer profit sharing account.

Examples

Example: Mike starts full-time work in

Recognized Employment on August 5, 2014.

Mike completes a year of service on August 4,

2015, and he becomes a participant eligible to

qualify for any Employer profit sharing

contributions on October 1, 2015. If he works

1,000 hours during 2015, he will be eligible to

share in the profit sharing contribution for that

year. If his Employer or profit center makes a

profit sharing contribution for 2015, his share of

the profit sharing contribution will be based on

his pay for the period from October 1, 2015 to

December 31, 2015.

Example: Bob, a participant in the Plan,

switches to part-time employment on January 1,

2015. He fails to work 1,000 hours during 2015.

Bob is not eligible to share in the profit sharing

contribution for 2015, because he did not work

at least 1,000 hours during 2015. On January 1,

2016, Bob switches back to full-time

employment and works more than 1,000 hours

during 2016. If Bob’s Employer or profit center

makes a profit sharing contribution for 2016,

Bob will share in the profit sharing contribution

based on his pay for 2016.

Example: Sara, a participant in the Plan, is

employed in Recognized Employment on

January 1, 2015, but she is transferred to a job

classification that is not Recognized

Employment (e.g., temporary employee) on

July 1, 2015. Sara works 1,000 hours during

2015. If Sara’s Employer or profit center makes

a profit sharing contribution for 2014, Sara will

be eligible to share in the profit sharing

contribution based on her pay from January 1,

2015 to June 30, 2015. Any pay Sara receives

while employed as a temporary employee is not

included in her pay for the year’s profit sharing

contribution.

Rollover Contributions

You may have an account balance from another

employer’s qualified plan. Subject to the

approval of the Committee, when you are

eligible to make 401(k) contributions under the

Plan, you may roll over all or a portion of your

-10-

account from the other plan to this Plan without

paying any income tax on it. Rolling over your

other account lets you consolidate your

retirement savings in one place and continue to

defer taxes on it until you take it out. The rules

governing rollovers are complex and there may

be reasons that the Plan would not accept your

rollover.

To qualify, a rollover must:

• be from a qualified plan, such as a 401(k)

plan, a section 403(b) tax-sheltered annuity

plan, a governmental 457(b) plan or an

individual retirement account,

• be payable to you as an employee of a

former employer, as a beneficiary of a

deceased spouse’s plan, or an alternate

payee of a divorced spouse’s plan,

• be an eligible rollover distribution as defined

under the Internal Revenue Code, and

• not contain distributions of after-tax

contributions, except for designated Roth

contributions or earnings.

Designated Roth contribution rollovers must be

made in a direct rollover from your prior

employer’s plan, and the prior plan administrator

must provide specific information to Empower

regarding the length of time the Roth account

was held under that plan and the portion of the

account that reflects Roth contributions and

earnings.

Only cash rollovers are accepted. Your rollover

contribution will be credited to a separate

rollover account, which is 100% vested. If you

wish to make a rollover, contact Empower

Retirement.

Employer Pension Contributions

The Employer discontinued pension

contributions effective for years beginning on or

after January 1, 2011. This means you will not

receive any pension contributions under the Plan

for years beginning on or after January 1, 2011.

Pension contributions prior to that time were

credited to your pension account.

Special Rules for Contributions

Benefit Limitations Required by Law.

Federal law limits the amount that may be

contributed to your accounts, the “annual

addition,” each year. The maximum annual

addition to your accounts for any year cannot

exceed the lesser of 100% of your pay for the

year or $53,000 for 2016 (as adjusted for cost of

living from time to time). Annual addition

includes all your contributions (excluding any

catch-up contributions) and your employer

contributions credited to your accounts under

this Plan and any other defined contribution

plans maintained by Deluxe or an affiliate of

Deluxe for the year. Federal law also has an

annual limit (adjusted for cost of living) on the

amount of pay that may be considered for Plan

purposes. The adjusted limit for 2016 is

$265,000.

If you exceed the annual limit for your

contributions ($18,000 for 2016) federal law

permits you to request that any excess

contribution be returned. Such a request must be

filed with the Committee by March 31 of the

following calendar year.

Also, the Plan must meet a “deferral percentage”

test under federal law. If this test is not met,

some highly compensated participants may be

required to decrease the amount of pre-tax

contributions made to the Plan or have a portion

of those contributions returned. If you are

affected by this test, the Committee will contact

you. In addition, the Plan must meet a

“contribution percentage” test under federal law.

If you are affected by this test, the Committee

will contact you.

Note: Any contributions returned will be

adjusted for investment earnings or losses.

Top Heavy Provisions. If the Plan becomes

“top heavy” as defined by federal tax laws,

certain changes will become effective (such as

different contribution rules). If that occurs and

you are affected, you will be informed.

-11-

INVESTMENT OF

ACCOUNTS

In General

Each participant will have a separate account for

bookkeeping purposes, except for the retiree

health account. The trustee (see “Who to

Contact”) will invest the participant’s account in

investment funds as directed by participants.

The trustee will invest the retiree health account

as directed by the Committee. For investment

purposes, however, all accounts will be

combined in a single trust fund.

Participant Direction of Investments

You have the opportunity to invest your

contributions and your employer contributions in

several investment funds. Each of the

investment funds has different financial goals

that you can choose among. The Committee

will supply information describing the funds and

the procedures for making and changing your

investment elections.

You have investment elections to make for both

the assets currently in your account and for your

future contributions. You may elect to change

your investment elections from time to time.

Changes to investment elections take time to

process. There may be a delay between when

you request a change to your investment

elections and when the change takes effect.

If you do not make investment elections, your

contributions and your employer contributions

will be invested in the Plan’s default investment

fund, which is the target date retirement fund

corresponding to the year in which you will

reach age 65. Investment professionals select

and manage the appropriate mix of stocks, bonds

and cash, seeking appropriate return and risk

relative to the time horizon of the target date

retirement fund. As the target date retirement

fund gets closer to the target date, the investment

mix is gradually shifted by its investment

professionals from higher-risk investments

(stocks) to a greater concentration of lower-risk

investments (bonds and money market

instruments). The target date retirement fund is

a “qualified default investment alternative”

(QDIA). A QDIA is an investment fund with

characteristics that the U.S. Department of

Labor allows as default investments when plan

participants do not make investment elections.

ERISA Section 404(c)

Because the Plan allows you to direct the

investment of the contributions made to your

account, it constitutes a plan described in

section 404(c) of ERISA and Title 29 of the

Code of Federal Regulations

section 2550.404c-1. This means that you (and

not any plan fiduciary) will be responsible for

any investment losses that result from your

investment selections for your account.

Information on Investment Funds

To assist you in making your investment

selections, you will be given:

• a general description of the investment

objectives and risk and return characteristics

of each investment fund, including

information relating to the type and

diversification of assets comprising the

investment fund;

• information identifying the investment

manager of each investment fund;

• an explanation of how you may give

investment instructions and the limitations

on the instructions that you may give; and

• the name, address and phone number of the

plan administrator (and any person

designated to act on behalf of the plan

administrator) responsible for providing

additional information, which the Plan is

required to furnish on request.

Upon request to the plan administrator, the

following additional information will be

provided to you or your beneficiary about the

investment funds:

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• information concerning the current value of

the investment funds, as well as their past

and current investment performance; and

• information concerning the value of the

investment fund shares or units held in your

accounts.

Adjustment of Accounts

All accounts will be adjusted each business day

to show their proportionate share of any gains or

losses. The value of your account at any time

will depend both on the amount of contributions

and on the investment performance of the

investments that you select. Additionally,

administrative and investment expenses may be

paid out of the trust fund.

Account Statements

The trustee keeps financial records and

maintains a record of your investments. The

balances in your account are determined daily.

You will receive quarterly statements

summarizing the activity in your account (such

as opening balances, contributions, investment

transfers, investment earnings or losses,

withdrawals, distributions and closing balances)

by investment fund as of the end of each quarter

of the calendar year and information concerning

the value of the shares or units of the investment

funds held in your account.

Risk of Loss

Generally, the Plan allows you to direct the

investment of your account. Your account is

subject to investment risk. As with all

market-based investments, earnings are not

guaranteed and you could lose money. You

have the entire responsibility for all

consequences of your investment directions for

your account under this Plan.

Your Investments

You should monitor your account on a regular

basis. Doing so allows you to monitor changes

in the investment funds and to verify that your

account is properly invested. In particular, you

should review your account after you change

your investment elections. Remember, you are

responsible for selecting your investments and

monitoring them to achieve your retirement

goals.

Investment Restrictions

Some or all investment funds may impose

trading fees, have restrictions on the number of

times you may transfer into and out of that

investment fund or restrictions on the length of

time you must hold a particular investment fund.

Contact Empower Retirement for details.

-13-

VESTING

You are 100% vested in your account (except

for some transfer accounts). Exception: If you

were a participant in the Custom Direct, Inc.

401(k) Plan (the “CDI 401(k) Plan”), you

terminated employment with Custom Direct,

Inc. prior to December 25, 2011 (if an hourly

employee) or December 30, 2011 (if a salaried

employee), and your account balance under the

CDI 401(k) Plan was transferred to this Plan,

your employer matching contributions from the

CDI 401(k) Plan will continue to be vested in

accordance with the vesting provisions of the

CDI 401(k) Plan. Contact Empower Retirement

for the details.

PAYMENT

Payment to You After Termination

When Payment Can Begin. Payment of your

account can be made as soon as administratively

practicable after you terminate employment with

Deluxe and its affiliates. You must request

payment of your account if your balance in this

Plan at the time of payment is greater than

$5,000.

If you terminate and want to leave your money

in the Plan, your account will continue to be

credited with gains and losses according to the

performance of the investments you choose.

You may not add contributions to your account,

and you will not receive matching contributions

and profit sharing contributions (other than

contributions from your employment that have

yet to be made). You will continue to be able to

access your account information through

Empower Retirement. You must begin to

receive payments from the Plan by your required

beginning date. See “Automatic Payment at

Required Beginning Date.”

Automatic Payment If $5,000 or Less. If the

balance of your account is $5,000 or less at any

time after your employment ends, a lump sum

payment will be made to you as soon as

possible, whether or not you make a request for

payment. If you request payment, you may elect

either (i) to have your lump sum payment paid

directly to you, (ii) to roll over your lump sum

payment to an IRA or another qualified plan, or

(iii) to roll over a portion of your lump sum

payment to an IRA or another qualified plan and

to have the balance of your payment paid

directly to you. Payments to be rolled over into

an IRA from your Roth accounts will be rolled

over to a Roth IRA, and other amounts will be

rolled over to a traditional IRA (unless you elect

to make a Roth IRA conversion as described

below).

If you do not request payment and you have

reached age 65 or older and the balance of your

account is not more than $5,000, a lump sum

payment will be made directly to you. If you do

not request payment, you have not reached age

-14-

65, and the balance of your account is $1,000 or

less, a lump sum payment will be made directly

to you. If you do not request payment and you

have not reached age 65 and the balance of your

account is more than $1,000 (but not more than

$5,000), your lump sum payment will be

automatically rolled over into an IRA selected

by the Employer (and not paid directly to you).

See the “Automatic Rollover Rules” section

below for more details.

For purposes of this section and the section

below on automatic rollovers, the $1,000 and

$5,000 limits are applied separately to your Roth

and non-Roth accounts.

Automatic Rollover Rules. As described

above, if you do not request a payment, you

have not reached age 65, and the balance of your

account is greater than $1,000 (but not more

than $5,000), your balance will be automatically

rolled over into an IRA selected by the

Committee (and not paid directly to you).

The portion of your balance consisting of Roth

amounts will be rolled over into a Roth IRA, and

other amounts will be rolled over into a

traditional IRA (unless you elect to make a Roth

IRA conversion as described below). The

custodian of the IRA will invest the rollover

amount in a type of investment designed to

preserve principal and provide a reasonable rate

of return and liquidity (e.g., an interest-bearing

account, a certificate of deposit or a money

market fund). All fees charged to the IRA and

all fees charged by the IRA investments will be

paid by the IRA (in other words, by you). If you

have any questions regarding the automatic

rollover rules and the fees and expenses

associated with the IRA, contact Empower

Retirement at 1-800-345-2345.

Automatic Payment at Required Beginning

Date. Generally, if you have not requested

payment of your account before your “required

beginning date,” you will automatically receive

minimum required payments from your account

beginning no later than the April 1 following the

year in which you reach age 70-1/2. If,

however, you are actively employed by Deluxe

or one of its affiliates when you reach age 70-1/2

and you are not a 5% owner of Deluxe or one of

its affiliates, you may delay payment until your

“required beginning date” - the April 1

following the year in which your employment

ends.

If you have a transfer account under this Plan

from the GE Savings and Security Program,

your required beginning date as applied to your

transfer account is the later of: (i) the March 1

following the calendar year in which you reach

age 70-1/2, or (ii) the March 1 following the

calendar year in which your employment ends.

Form of Payment. Payment may be made in a

lump sum, in installments or in partial

distributions. If you receive installment

payments, you may elect to change the dollar

amount or the number of your installment

payments. Contact Empower Retirement for

details.

Pension Account Form of Payment. As

required by law and as described in more detail

below, payment of your pension account from

the Plan must be made in the form of an annuity

contract unless you waive payment by annuity

contract and elect payment in a lump sum, in

installments or in partial distributions. This rule,

however, applies only if your pension account

exceeds $5,000 at the time of payment. If your

pension account exceeds $5,000, the form of

annuity contract (in the absence of any waiver)

will also be affected by your marital status on

the distribution date, as follows:

• Married. If you are married, your pension

account will be used to buy a qualified joint

and survivor annuity contract for you and

your spouse. The contract will provide an

immediate monthly income to you for life.

Following your death, the contract will

provide 50% or 75%, whichever you elect,

of that monthly income to your spouse for

life. “Spouse” means the person to whom

you are married on the distribution date.

Any change in marital status after the

annuity contract is purchased will be

disregarded. This annuity contract will not

have any other death benefits.

-15-

Exception: You may waive payment by

annuity contract and receive payment in a

lump sum, in installments or in partial

distributions. Your waiver must be in

writing and must be made within the

180-day period prior to the distribution date.

Also, if your account exceeds $5,000 at the

time of payment, your spouse must consent,

in writing, to such a waiver. To be valid,

your spouse’s consent must acknowledge

the effect of the waiver, must be witnessed

by a notary public, and must be given within

the 180-day period (but in no event less than

30 days) prior to the distribution date.

• Not Married. If you are not married, your

pension account will be used to buy an

annuity contract for you. The contract will

provide an immediate monthly income to

you for life. This annuity contract will not

have any death benefits.

Exception: You may waive payment by

annuity contract and receive payment in a

lump sum, in installments or in partial

distributions. Your rejection must be in

writing and must be made within the

180-day period (but in no event less than

30 days) prior to the distribution date.

Taxes. You will have to pay income taxes on

any withdrawal or distribution you receive from

the Plan, except for the return of any Roth

accounts in the Plan, which are subject to the tax

rules described below. If you request

payment(s) from your non-Roth accounts in the

form of a lump sum or partial payments or

installments over a period of less than 10 years,

federal income tax will be withheld when

payment is made unless you elect to directly roll

your payment(s) to a traditional IRA or another

eligible employer plan. An eligible employer

plan includes a section 401(a) qualified plan, a

section 403(a) annuity plan, a section 403(b)

tax-sheltered annuity, or a governmental 457(b)

plan. A rollover of all or a portion of your non-

Roth payments(s) to a traditional IRA or an

eligible employer plan enables you to defer taxes

on the amount rolled over until a later date.

You may also elect to directly roll your non-

Roth payment(s) to a Roth IRA. If you directly

roll these payment(s) to a Roth IRA, known as a

“conversion,” you will include in your gross

income the taxable portion of the amount rolled

over and owe taxes on such amount. When you

later receive distributions from your Roth IRA,

you will not owe any additional taxes as long as

the distributions are “qualified distributions” as

defined below.

You will not pay income taxes on withdrawals

or distributions you receive from your Roth

accounts in the Plan if they are “qualified

distributions.” To be treated as a “qualified

distribution,” the distribution must be made after

you either reach age 59-1/2, die or become

disabled, and more than five years after the

earliest of your first Roth 401(k) contribution to

the Plan, or your first Roth contribution to a

previous plan from which you made your Roth

rollover. If your distribution does not satisfy

these requirements, the part of the distribution

that reflects earnings on your Roth accounts will

be subject to taxation (unless you roll over the

distribution to a Roth IRA or an eligible

employer plan).

If you receive a payment before attaining

age 59-1/2, you may be subject to a 10% early

withdrawal penalty tax, unless an exception

applies.

In all cases, we recommend that you consult

with a qualified tax adviser before requesting

payment. Before your distribution, you will

receive more information about the distribution

options and tax consequences.

Payment to Your Beneficiary

Beneficiary Designation. If you die, your

account will be paid to your designated

beneficiary or beneficiaries. Please note, if you

have designated your spouse as your Beneficiary

and you subsequently get divorced, your

Beneficiary Designation will automatically be

revoked. If you fail to designate a beneficiary,

or if your beneficiary designation is not

effective, the Plan will pay the class of your

automatic beneficiaries: your spouse, your

-16-

children, your parents, your siblings, or your

estate.

Married Participants. If you are married at the

time of your death, your spouse will have the

right to receive your entire death benefit unless

your spouse consents to another beneficiary.

The consent of your spouse must be in writing

and witnessed by a notary public and must

acknowledge the effect of your designation of

another beneficiary. Your spouse’s consent can

be given at the time you make a designation or

at a later time. However, consent must be given

no later than nine months after your death.

If you have a pension account and your spouse

consents to the naming of another beneficiary,

your spouse is waiving rights to death benefits

(sometimes known as the qualified preretirement

survivor annuity). As required by federal law,

if: (a) you designate a beneficiary before the

January 1 of the year in which you reach age 35,

and (b) you die on or after that January 1 while

married, and (c) your beneficiary designation

names someone other than your spouse; then

that designation is void and your spouse is your

presumed beneficiary. If you want to name

someone other than your spouse as beneficiary,

you must file a new beneficiary designation with

your spouse’s consent.

Beneficiary Forms. We recommend that you

file a beneficiary designation form and keep it

up to date. To be valid, Empower Retirement

must receive your form during your lifetime.

Contact Empower Retirement for a form to

make or change your beneficiary designations.

Note: A beneficiary entitled to a payment may

disclaim all or any portion of his or her interest,

subject to the rules of the Plan, within nine

months of the date of your death. Contact

Empower Retirement for details.

Form of Payment. Payment to your beneficiary

will be made in a lump sum, in installments or in

partial distributions. Note: If your beneficiary is

receiving installment payments, your beneficiary

may elect to change the dollar amount or the

number of installment payments. Your

beneficiary should contact Empower Retirement

for details.

Pension Account Form of Payment. If your

account exceeds $5,000, payments of your

pension account to your beneficiary upon your

death must be made in the form of an annuity

contract unless your spouse waives payment by

annuity contract and elects payment in a lump

sum, in installments or in partial distributions.

Payments from the Plan to your beneficiary may

be made in a lump sum, in installments or in

partial distributions.

Automatic Payment If $5,000 or Less. If your

account is $5,000 or less at any time, your

account will be distributed to your beneficiary in

a lump sum as soon as administratively

practicable following your death, whether or not

your beneficiary applies for payment.

Automatic Payment at Beneficiary’s

Required Beginning Date. If you die before

your “required beginning date” (generally

age 70-1/2) and you have not withdrawn the

entire amount in your account, the Plan will pay

the remaining amount to your beneficiary or

commence minimum required payments to your

beneficiary no later than the December 31 of the

year in which occurs the first anniversary of

your death.

If, however, your beneficiary is your surviving

spouse, the Plan will defer payment to your

surviving spouse until the later of: (i) the

December 31 of the year in which occurs the

first anniversary of your death, or (ii) the

December 31 of the year in which you would

have reached age 70-1/2.

If, however, your beneficiary is not an individual

(for example, your estate or certain types of

trusts), the Plan will pay your remaining account

to your beneficiary no later than the

December 31 of the year in which occurs the

fifth anniversary of your death.

If you die after your “required beginning date”

(generally age 70-1/2) and you have not

withdrawn the entire amount in your account,

the Plan will pay the remaining amount to your

beneficiary or commence minimum required

payments to your beneficiary no later than the

-17-

December 31 of the year in which occurs the

first anniversary of your death.

Death of Beneficiary Before Entire Account is

Distributed. Following your death (i.e., the

participant’s death), your beneficiary may file a

beneficiary designation form to designate one or

more beneficiaries to receive all or a portion of

your beneficiary’s share of any remaining

account in the event of your beneficiary’s death.

To be valid, Empower Retirement must receive

your beneficiary’s form after your death and

before your beneficiary’s death. Your

beneficiary should contact Empower Retirement

for a form to make or change his or her

beneficiary designations.

If your beneficiary dies after you (i.e., the

participant) but before your beneficiary has

withdrawn the entire amount in his or her

account under the Plan, the Plan will pay your

beneficiary’s remaining account to your

beneficiary’s designated beneficiary or

beneficiaries. If your beneficiary fails to

designate a beneficiary, or if his or her

beneficiary designation is not effective, the Plan

will pay the class of automatic beneficiaries for

your beneficiary: spouse, children, parents,

siblings, or estate.

Following the death of your beneficiary (i.e., the

participant’s beneficiary), your beneficiary’s

remaining account under the Plan will be

distributed to his or her beneficiary no later than

the December 31 of the year following the year

of your beneficiary’s death. If, however, your

beneficiary was receiving minimum required

payments and your beneficiary dies before

receiving the minimum required payment for the

year of your beneficiary’s death, the minimum

required payment for that year will be paid to

your beneficiary’s designated beneficiary or

beneficiaries. Payment will be made in the form

of a lump sum payment.

Taxes. Your beneficiary will have to pay

income taxes on any withdrawal or distribution

your beneficiary receives from the Plan, except

for the return of any Roth accounts in the Plan,

which are subject to the tax rules described

below. If your beneficiary is your surviving

spouse, and your surviving spouse requests

payment(s) from his or her non-Roth accounts in

the form of a lump sum or partial payments or

installments over a period of less than 10 years,

federal income tax will be withheld when

payment is made unless your surviving spouse

elects to directly roll the payment(s) to a

traditional IRA or another eligible employer

plan.

If your beneficiary is not your surviving spouse,

your beneficiary may elect to directly roll the

payment to an inherited IRA, but not to another

qualified plan.

Your beneficiary may also elect to directly roll

your non-Roth payment(s) to a Roth IRA. If

your beneficiary directly rolls these payment(s)

to a Roth IRA, known as a “conversion,” your

beneficiary will include in gross income the

taxable portion of the amount rolled over and

owe taxes on such amount.

Your beneficiary will not pay income taxes on

withdrawals or distributions your beneficiary

receives from your Roth accounts in the Plan if

they are “qualified distributions” as defined

earlier. If the distribution does not satisfy this

requirement, the part of the distribution that

reflects earnings on your Roth accounts will be

subject to taxation (unless your beneficiary rolls

over the distribution to a Roth IRA or an eligible

employer plan).

Your beneficiary will receive more information

about the distribution options and tax

consequences if you die. Death benefits are not

subject to the 10% early withdrawal penalty tax.

We recommend that your beneficiary consult

with a qualified tax adviser before requesting

payment.

Payment During Employment

In-Service Withdrawals from Your Profit

Sharing Account. In some situations, you may

request an in-service payment from your profit

sharing account. Such payments may be for one

of the following reasons:

-18-

• to pay large uninsured medical expenses of

yourself, your spouse, your domestic partner

or any legal dependent;

• to prevent eviction from or foreclosure on

your principal residence;

• to purchase your principal residence;

• to pay for post-secondary education

expenses of yourself, your spouse, your

domestic partner or any legal dependent; or

• for any purpose if you are age fifty (50).

If you have been a participant in this Plan for

five or more years (or your combined years of

participation in the Deluxe Corporation Profit

Sharing Plan prior to 2003, and your years of

participation in this Plan after December 31,

2002, equal five or more years), the withdrawal

cannot exceed the current balance of your profit

sharing account under the Plan. If you have

been a participant for less than five years, your

withdrawal amount cannot exceed the current

balance of your profit sharing account at the

time of the request less an amount equal to the

last two annual Employer profit sharing

contributions to your account.

Note: If you have a transfer account under this

Plan that is attributable to the A. O. Smith Profit

Sharing Retirement Plan under the Deluxe Data

Systems, Inc. Employee Profit Sharing Plan,

such transfer account is not available for

payment during employment.

Transfer Account. If you were a participant in

a plan maintained by an employer that was

acquired by Deluxe (or an affiliate of Deluxe)

and all or a portion of its plan was merged into

this Plan, then a transfer account has been

established under this Plan to hold your accounts

from the merged plan. The following transfer

accounts will be subject to special distribution

rules. Empower Retirement will advise you of

the special distribution rules when you request a

distribution. Contact Empower Retirement if

you have questions regarding your transfer

account.

• Deluxe Payment Protection Systems, Inc.

401(k) Retirement Plan. If you have a

transfer account under this Plan from the

Deluxe Payment Protection Systems, Inc.

401(k) Retirement Plan and you have

attained age 65, you may receive a

distribution while employed from your

transfer account. Contact Empower

Retirement for details.

• HCL 401(k) Plan. If you have a transfer

account under this Plan from the HCL

401(k) Plan (also known as the iDLX

Technology Partners, Inc. 401(k) Plan) and

you have attained age 59-1/2, you may

receive a distribution while employed from

your transfer account. Contact Empower

Retirement for details.

• GE Savings and Security Program. If you

have a transfer account under this Plan from

the GE Savings and Security Program, you

may receive a distribution at any time while

employed from your transfer account

(excluding, however, any portion of the

transfer account that is attributable to 401(k)

contributions or earnings on 401(k)

contributions). Contact Empower

Retirement for details.

• Current Retirement Trust. If you have a

transfer account under this Plan from the

Current Retirement Trust and you have

attained age 59-1/2, you may receive a

distribution while employed from that

portion of your transfer account that is

attributable to your pre-tax contributions,

your after-tax contributions (if any) and

profit sharing contributions under the

Current Retirement Trust. In addition, if

you made any after-tax contributions to the

Current Retirement Trust, you may receive a

distribution while employed of your

after-tax contributions. You may also

request an in-service payment from your

transfer account from the Current

Retirement Trust if you have been a

participant in this Plan and the Current

Retirement Trust for at least 60 months or

the distribution is for certain hardship

-19-

purposes. Contact Empower Retirement for

details.

• NEBS 401(k) Plan. If you have a transfer

account under this Plan from the 401(k) Plan

for Employees of New England Business

Service, Inc. (the “NEBS 401(k) Plan”) and

you have attained age 59-1/2, you may

receive a distribution while employed from

the portion of your transfer account that is

attributable to your pre-tax contributions

under the NEBS 401(k) Plan. If you were

employed by NEBS prior to September 1,

2002, you may also receive a distribution

while employed from the portion of your

transfer account that is attributable to the

vested portion of your company match

account and employer supplemental account

under the NEBS 401(k) Plan as of

August 31, 2002. In addition, if you made

any rollovers to the NEBS 401(k) Plan, you

may receive a distribution while employed

of your rollover contributions. Contact

Empower Retirement for details.

• Safeguard 401(k) Plan. If you have a

transfer account under this Plan from the

Safeguard Business Systems, Inc. 401(k)

and Profit Sharing Plan (the “Safeguard

401(k) Plan”), and you have attained age

59-1/2, you may receive a distribution while

employed from your transfer account. If

you made any rollovers to the Safeguard

401(k) Plan, you may receive a distribution

while employed of your rollover

contributions. In addition, if you made any

after-tax contributions to the Safeguard

401(k) Plan, you may receive a distribution

while employed of your after-tax

contributions. Contact Empower Retirement

for details.

• Deluxe Johnson Corporation 401(k) Plan.

If you have a transfer account under this

Plan from the Deluxe Johnson Corporation

401(k) Plan (the “DJC 401(k) Plan”), and

you have attained age 59-1/2, you may

receive a distribution while employed from

your transfer account. In addition, if you

made any rollovers to the DJC 401(k) Plan,

you may receive a distribution while

employed of your rollover contributions.

Contact Empower Retirement for details.

• Custom Direct, Inc. 401(k) Plan. If you

have a transfer account under this Plan from

the Custom Direct, Inc. 401(k) Plan (the

“CDI 401(k) Plan”) and you have attained

age 59-1/2, you may receive a distribution

while employed from your transfer account.

Contact Empower Retirement for details.

• Hostopia.com Inc. 401(k) Plan. If you

have a transfer account under this Plan from

the Hostopia.com Inc. 401(k) Plan (the

“Hostopia 401(k) Plan”) and you have

attained age 59-1/2, you may receive a

distribution while employed from your

transfer account. In addition, if you made

rollovers to the Hostopia 401(k) Plan, you

may receive a distribution while employed

of your rollover contributions. Contact

Empower Retirement for details.

• OrangeSoda 401(k) Plan. If you have a

transfer account under this Plan from the

OrangeSoda 401(k) Plan (the “OrangeSoda

401(k) Plan”) and you have attained age

59-1/2, you may receive a distribution while

employed from your transfer account. In

addition, if you are on active duty in the

uniformed services, you may receive a

distribution during your active duty period

of your pre-tax and Roth contributions,

subject to certain rules regarding future

contributions and early withdrawal tax. In

addition, if you meet the “qualified reservist

distribution” conditions of section 72(t) of

the Internal Revenue Code, you may receive

a distribution while employed of your pre-

tax and Roth contributions. Contact

Empower Retirement for details.

• VerticalResponse, Inc. 401(k) Plan. If you

have a transfer account under this Plan from

the VerticalResponse 401(k) Plan (the

“VerticalResponse 401(k) Plan”) and you

have attained age 59-1/2, you may receive a

distribution while employed from your

transfer account. In addition, if you are on

active duty in the uniformed services, you

may receive a distribution during your active

-20-

duty period of your pre-tax contributions,

subject to certain rules regarding future

contributions and early withdrawal tax.

Contact Empower Retirement for details.

• Wausau Financial Services, Inc. 401(k)

Profit Sharing Plan. If you have a transfer

account under this Plan from the Wausau

Financial Services, Inc. 401(k) Profit

Sharing Plan (the “Wausau 401(k) Plan”)

and you have either attained age 59-1/2 or

become disabled, you may receive a

distribution while employed from your

transfer account. If you made any rollovers

to the Wausau 401(k) Plan, you may receive

a distribution while employed of your

rollover contributions. In addition, if you

are on active duty in the uniformed services,

you may receive a distribution during your

active duty period of your pre-tax and Roth

contributions, subject to certain rules

regarding future contributions and early

withdrawal tax. Contact Empower

Retirement for details.

Retiree Health Account

In the past, the Employer made contributions to

be allocated to a retiree health account.

Distributions will be made from the retiree

health account for the health benefits of

qualified retirees who retire after the retiree

health account was established, and their eligible

spouses and dependents. Qualified retirees, for

purposes of the Plan, are persons who are

qualified for company-paid retiree health

benefits. Under the provisions of federal tax

law, there are limits on payments from the

retiree health account, and certain “key

employees” are ineligible.

In General

Request for Payment. If you have terminated

and you want to receive payment from your

account, you must request a payment by calling

Empower Retirement at 1-800-345-2345 or

logging on to www.retireonline.com.

You will receive a tax notice within a certain

period after you request a distribution. The tax

notice will provide you with general tax and

rollover information. You are encouraged to

seek advice from a tax adviser.

Timing of Distribution. Requests for

distribution will be processed as soon as

practicable. The request for payment will be

reviewed for completeness, compliance with any

Plan requirements, and your eligibility for

payment. If the request is approved, the

investments in the applicable investment funds

will be sold and the sale proceeds will be used to

pay you, typically within several days after the

sale.

Payments to Minors or Others. Special rules

apply if the participant, beneficiary, or alternate

payee entitled to a distribution is a minor, or a

person who is not legally capable of handling

financial matters. Contact Empower Retirement

for details.

Tax Reporting. On or about January 31 of the

year following the year in which you receive a

distribution, you or your beneficiary will receive

Form 1099-R which will contain the specific tax

information relating to the distribution or

withdrawal. This information is also reported to

the IRS.

Payments

This booklet only provides a summary of the

Plan’s rules governing payments and

distributions. See the Plan for details on these

rules.

Loans

Loan Amount. You may obtain a loan from

your account (excluding your profit sharing

account and pension account) if you are actively

employed by your Employer. The minimum

loan amount is $500. The total amount of your

loan may not exceed the lesser of: (1) 50% of

the balance of your account excluding your

profit sharing account and pension account, or

(2) $50,000. The maximum you can borrow

may be smaller if you had an outstanding loan

during the last 12 months. You may not have

more than one (1) loan outstanding.

-21-

Loan Payments. You must complete such

applications as are required by the Committee in

connection with your loan. By accepting a loan,

you automatically put a lien on your account for

the amount of the loan plus unpaid interest. The

loan must be repaid within a specified period of

time not to exceed five years. In addition, such

loans must be repaid in substantially level

amounts, including principal and interest, over

the term of the loan. Payments must be made

through payroll deductions. Prepayment of

principal and interest is permitted only if the

entire remaining balance due on the promissory

note is paid in full.

Interest Rate on Loan. The interest rate will be

1% over the prime rate charged by large United

States money center commercial banks on the

last business day of the month prior to the month

in which the loan is made. The interest you pay

is credited to your account. For the purpose of

sharing in any gains or losses of the trust fund,

the amount of your account will be deemed to

have been reduced by the unpaid balance of any

outstanding loans.

Death. If you should die, your loan will be due

and payable in full within 90 days after your

death (or sooner if the term of the loan expires

before then). If your loan is not paid in full,

your loan will be terminated and the amount of

the outstanding principal and unpaid interest will

be offset against the assets in your account.

Termination of Employment. If you terminate

employment, you must repay the entire

outstanding balance of your loan by the earlier

of (i) 90 days following your last day of

employment with the Employer and all affiliates,

or (ii) the date you request payment of your

account following your last day of employment.

Payment must be made by certified check

delivered to Empower Retirement. If you do not

do so, your account will be reduced by the

amount of the loan which was unpaid, plus

interest. This unpaid amount will be considered

a withdrawal from the Plan and subject to all

applicable tax obligations.

Suspension of Payments while Serving in the

Uniformed Services. If you leave your

employment to serve in the uniformed services,

your obligation to make loan payments will be

suspended from the date you leave your

employment until the date you return to

employment with the Employer or terminate

employment with the Employer. You may,

however, voluntarily elect to continue to make

loan payments while you are serving in the

uniformed services. Contact Empower

Retirement for details.

Suspension of Payments while on Leave of

Absence. If you commence an authorized

unpaid or paid leave of absence and your wages

are less than your loan payment, your loan

payments may be suspended for up to one year

or until you return to work, whichever occurs

first. You may, however, voluntarily elect to

continue to make loan payments while you are

on leave. After the end of the suspension period,

your loan payments will resume automatically.

Your loan will be re-amortized to include any

loan payments you did not make, as well as any

applicable interest on those payments. The

repayment period will remain the same, but your

payments will increase slightly because of the

missed payments and applicable interest.

Contact Empower Retirement for details.

Default. Generally, your loan will be in default

if you do not make a payment within 90 days of

the date in which the payment was due. See

special rules (above) for repayment of your loan

upon termination of employment and for

repayment of you loan while on leave of absence

or while serving in the uniformed services. If

you are employed at the time of default, your

unpaid loan amount plus interest will be reported

to the Internal Revenue Service (on

Form 1099-R) as a deemed distribution from the

Plan and will be included in your taxable income

in the year in which the default occurs.

Loans are subject to a number of rules.

Empower Retirement can provide further

information regarding the loan rules and the

procedures for requesting a loan.

Loan Rollovers. If you were a participant in a

plan maintained by an employer that was

acquired by Deluxe (or an affiliate of Deluxe)

-22-

and you had a loan from such plan, your loan

may be rolled over into this Plan under the same

terms and conditions, subject to approval by

Deluxe and modification by certain rules under

the Plan. Contact Empower Retirement for

details.

CLAIMS PROCEDURES

If you believe you are entitled to benefits, or you

disagree with a decision regarding your benefits,

or if you believe that your instructions or a

procedure of the plan have not been followed

and your rights have been negatively affected as

a result you should file a claim with the

Committee. If you do not file a claim or follow

the claims procedures, you will give up legal

rights, including your right to sue over your

claim.

A Claim for Benefits

A “claim” for benefits is a request for benefits

under the Plan filed in accordance with the

Plan’s claims procedures. To make a claim or

request review of a denied claim, you must file a

written claim with the Committee. An inquiry,

oral claim or request for review is not sufficient.

Steps in Filing a Claim

• Time for Filing a Claim. You must file

your written claim with the Committee

within 1 year after the date you knew or

reasonably should have known of the facts

behind your claim. If your claim is that your

investment directions or contribution

elections were not properly followed, this

1-year period is shortened to 30 days.

• Filing a Claim. You must file your written

claim with the Committee. You must

include all the facts and arguments that you

want considered during the claims

procedures.

• Response from the Committee. Within

90 days of the date the Committee receives

your claim, you will receive either a written

or electronic notice of the decision or a

notice describing the need for additional

time (up to 90 additional days) to reach a

decision. If the Committee notifies you that

it needs additional time, the notice will

describe the special circumstances requiring

the extension and the date by which it

expects to reach a decision. If the

-23-

Committee denies your claim, in whole or in

part, you will receive a notice specifying the

reasons, the Plan provisions on which it is

based, a description of additional material (if

any) needed to perfect the claim, your right

to file a civil action under section 502(a) of

ERISA if your claim is denied upon review,

and it will also explain your right to request

a review.

Steps in Filing Request for Review

• Time for Filing a Request for Review. If

the Committee denies your claim, you may

request a review of your claim. The

Committee must receive actual delivery of

your written request for review within

60 days after the date you receive notice that

your claim was denied.

• Filing a Request for Review of a Denied

Claim. You may file a written request for

review of a denied claim with the

Committee. Your request should include the

facts and arguments that you want

considered in the review. You may submit

written comments, documents, records, and

other information relating to your claim.

Upon request you are entitled to receive free

of charge reasonable access to and copies of

the relevant documents, records, and

information used in the claims process.

• Response from the Committee on Review.

Within 60 days after the date the Committee

receives your request for review, you will

receive either a written or electronic notice

of the decision or a notice describing the

need for additional time (up to 60 additional

days) to reach a decision. If the Committee

notifies you that it needs additional time, the

notice will describe the special

circumstances requiring the extension and

the date by which it expects to reach a

decision. If the Committee affirms the

denial of your claim, in whole or in part, you

will receive a notice specifying the reasons,

the Plan provisions on which it is based,

notice that upon request you are entitled to

receive free of charge reasonable access to

and copies of the relevant documents,

records, and information used in the claims

process, and your right to file a civil action

under section 502(a) of ERISA.

• Committee Request for Further

Information Regarding Your Claim on

Review. If the Committee determines it

needs further information to complete its

review of your denied claim, you will

receive either a written or electronic notice

describing the additional information

necessary to make the decision. You will

then have 60 days from the date you receive

the notice requesting additional information

to provide it the requested information to the

Committee. The time between the date the

Committee sends its request to you and the

date the Committee receives the requested

additional information from you shall not

count against the 60-day period in which the

Committee has to decide your claim on

review. If the Committee does not receive a

response from you, then the period by which

the Committee must reach its decision shall

be extended by the 60-day period provided

to you to submit the additional information.

Note: If special circumstances exist, this

period may be further extended.

In General. The Committee will make all

decisions on claims and review of denied claims.

The Committee has the sole discretion,

authority, and responsibility to decide all factual

and legal questions under the Plan. This

includes interpreting and construing the Plan and

any ambiguous or unclear terms, and

determining whether a claimant is eligible for

benefits and the amount of the benefits, if any, a

claimant is entitled to receive. The Committee

may hold hearings and reserves the right to

delegate its authority to make decisions. The

Committee may rely on any applicable statute of

limitations as a basis to deny a claim. The

Committee’s decisions are conclusive and

binding on all parties and entitled to the

maximum deference permitted by law. You

may, at your own expense, have an attorney or

representative act on your behalf, but the

Committee reserves the right to require a written

authorization for a person to act on your behalf.

-24-

Time Periods. The time period for the

Committee to decide your claim begins to run on

the date the Committee receives your written

claim. Similarly, if you file a timely request for

review of a denied claim, the time period for the

Committee to decide begins to run on the date

the Committee receives your written request. In

both cases, the time period begins to run

regardless of whether you submit comments or

information that you would like to be considered

on review.

Limitations Period. If you file your claim

within the required time, complete the entire

claims procedure, and the Committee denies

your claim after you request a review, you may

sue over your claim (unless you have executed a

release on your claim). You must, however,

commence that suit within 30 months after you

knew or reasonably should have known of the

facts behind your claim or, if earlier, within

6 months after the claims procedure is

completed. The 30-month period is shortened to

19 months to the extent your claim is that your

investment directions or your contribution

elections were not properly followed.

Exhaustion of Administrative Remedies.

Before commencing legal action to recover

benefits, or to enforce or clarify rights, you must

exhaust the Plan’s claims and review

procedures.

Forum Selection. Any claim or action brought

with respect to the Plan (including any breach of

fiduciary duty claims, claims for benefits, or any

other claims brought under section 502 of

ERISA) must be brought in the Federal courts of

the State of Minnesota.

Administrative Processes and Safeguards.

The Plan uses the claims procedures outlined

herein and the review by the Committee as

administrative processes and safeguards to

ensure that the Plan’s provisions are correctly

and consistently applied.

Claims Based on Disability. In general, the

foregoing rules that apply claims for benefits

and review of claims also apply to claims for

benefits and the review of claims for benefits

based on disability. There are, however, certain

different time frames and rules that apply to

claims for benefits based on disability.

• Filing a Claim. The time period for

responding to your claim is shortened from

90 days to 45 days. The time to respond

may be extended by 30 days and then an

additional 30 days.

• Filing a Request for Review. You must

file your request for review within 180 days

after the date that you received notice that

your claim had been denied. The time

period for responding to your claim is

shortened from 60 days to 45 days. The

time to respond may be extended by

45 days.

• In General. As noted, special rules and

time periods apply to claims for benefits that

are based on a disability. If your claim for

benefits relates to a disability, you should

contact the Committee.

-25-

PLAN AMENDMENT AND

TERMINATION

Deluxe intends to continue the Plan indefinitely,

but it has the right to amend and to terminate the

Plan at any time and for any reason. Deluxe’s

right to amend or terminate the Plan includes,

but is not limited to, changes in the eligibility

requirements, to the vesting requirements,

employee and employer contributions, the

investments offered under the Plan, the payment

options, the ability to make in-service

withdrawals and loans, and rules governing the

administration of the Plan. If the Plan is

amended, you’ll be subject to all of the changes

effective as a result of such amendment, and

your rights will be reduced, terminated, altered,

or increased in accordance with the amendment

as of the effective date of the amendment. If the

Plan is terminated, your benefits and rights will

be terminated as of the effective date of the

termination.

No amendment or termination will reduce your

account balance. If the Plan is terminated,

Deluxe may decide to pay your account to you

on any date after the termination or to follow the

payment rules described in this Summary.

WHO TO CONTACT: THE

PLAN ADMINISTRATOR,

PLAN SPONSOR, TRUSTEE

AND RECORDKEEPER

Plan Name

The official plan name is the “Deluxe

Corporation 401(k) and Profit Sharing Plan.”

Plan Number

The plan number is 004.

Plan Administrator

The plan administrator is Deluxe Corporation.

To assist Deluxe Corporation, the Plan provides

for the appointment of an Investment Committee

and an Administrative Committee (each a

Committee). Communications to Deluxe

Corporation in its capacity as plan administrator

of the Plan should be addressed to the

Committee at:

Deluxe Corporation

Attn: Retirement Plan Administrative

Committee

3680 Victoria Street North

Shoreview, Minnesota 55126-2966

Telephone: (651) 483-7111

Plan Sponsor

The plan sponsor is Deluxe Corporation and its

address and federal taxpayer identification

number (“EIN”) are:

Deluxe Corporation

3680 Victoria Street North

Shoreview, Minnesota 55126-2966

EIN: 41-0216800

Participants and beneficiaries may receive from

Deluxe Corporation, on written request,

information as to whether a particular affiliate of

-26-

Deluxe is a participating Employer in the Plan,

and if it is, its address.

Trustee

The assets of the Plan are held in a qualified

retirement plan trust fund. The trustee invests

participant’s accounts as directed by each

participant. The trustee invests the retiree health

account as directed by the Committee. The

Plan’s trustee is State Street Bank and Trust

Company. You can contact the Plan’s trustee at:

State Street Bank and Trust Company

P.O. Box 1992

Boston, MA 02115

Recordkeeper

The Plan uses the services of a recordkeeper to

keep individual and Plan records to process loan

repayments, withdrawals and distributions and

to produce individual and Plan reports. The

Plan’s recordkeeper is Empower Retirement. If

you have questions regarding the Plan, you can

contact the recordkeeper at:

Address for Regular Delivery:

Empower Retirement

Attn: Deluxe Corporation

P.O. Box 419784

Kansas City, MO 64141-6784

Address for Overnight Delivery:

Empower Retirement

Attn: Deluxe Corporation

11500 Outlook Street

Overland Park, KS 66211-1804

Telephone: 1-800-345-2345

ADDITIONAL

INFORMATION

Creditors cannot reach your account (by

garnishment or other process) while it is held in

trust. Nor may you pledge or assign your

account while it is held in trust. The Plan,

however, must obey an IRS levy or a court order

that assigns part or all of your account to your

spouse, former spouse, or dependents if the

order is a qualified domestic relations order

(“QDRO”). See “QDRO Procedures.”

QDRO Procedures

If you are married and you or your spouse obtain

a divorce, a court may issue a domestic relations

order dividing your retirement benefit. Contact

Employer Retirement for model QDRO

language and to submit a domestic relations

order. You can obtain, without charge, a copy

of the procedures used to determine whether a

domestic relations order is a QDRO from

Empower Retirement. See section entitled

“Recordkeeper.”

Address Updates

You are responsible for making sure the plan

administrator has your current mailing address.

Fees and Expenses

Trustee fees, record keeping fees, and other

expenses the Plan incurs may be paid by the

Plan. The expenses of investment funds,

including commissions, investment management

fees, and other transactional costs, are paid out

of the investment fund and reduce the

investment fund’s rate of return. If you take out

a loan, loan payment and processing fees may be

charged on your account.

The Plan permits Deluxe to determine how to

allocate expenses incurred by the Plan. Those

expenses may be charged:

• in the same amount to the accounts of all

participants, beneficiaries, and alternate

payees (for example, record keeping fees);

-27-

• in the same percentage over all or certain

assets (for example, investment management

fees); or

• in the case of individualized expenses,

allocated to an individual participant,

beneficiary, or alternate payee (for example,

loan and distributions fees, and fees for the

review of a domestic relations or other court

order).

Deluxe may change its method of allocating

expenses incurred by the Plan. Contact the

Committee if you have any questions regarding

the Plan’s payment or allocation of expenses

incurred by the Plan.

Service of Legal Process

Service of legal process may be made on the

corporate Secretary of Deluxe Corporation (at

the address listed on page 24). Also, service of

legal process may be made upon Deluxe

Corporation as plan administrator or upon the

Trustee.

Type of Plan

The Plan is “tax-qualified” plan under the

Internal Revenue Code that includes a

Section 401(k) qualified cash or deferred

arrangement, a defined contribution profit

sharing component, a money purchase pension

component, and a retiree medical component

under section 401(h) of the Internal Revenue

Code. As a result, payments from the Plan may

be entitled to special tax treatment. You are

encouraged to seek tax advice from an expert.

The Pension Benefit Guaranty Corporation does

not insure the Plan because profit sharing and

money purchase pension plans are not eligible

for such insurance. Rather, you are paid your

vested account balance.

USERRA

If you leave your employment to serve in the

uniformed services and the Employer rehires

you within a certain time, the Uniformed

Services Employment and Reemployment

Rights Act (“USERRA”) provides you certain

rights under the Plan. Contact the Committee

for further information regarding these rights.

Normal Retirement Age

Normal retirement age under the Plan is age 65.

Uncashed Check Procedures

If a participant, alternate payee or beneficiary

receives a distribution from the Plan but the

distribution check is returned to the trustee as

undeliverable or the participant, alternate payee

or beneficiary does not cash the distribution

check within a specified period of time, the

trustee will cancel the distribution check. The

amount of the uncashed distribution check will

be deposited in an uncashed check account

under the Plan’s trust fund in the name of such

participant, alternate payee or beneficiary (the

“lost distributee”). The uncashed check account

will be invested in the investment fund

designated by the Committee. If you are a lost

distributee and you are later located, the amount

of your uncashed check account will be

distributed to you (or your beneficiary) as soon

as administratively practicable after you (or your

beneficiary) request a distribution. Distribution

will be made in the same form as you had

previously elected.

ERISA Rights

As a participant in the Deluxe Corporation

401(k) and Profit Sharing Plan, you are entitled

to certain rights and protections under the

Employee Retirement Income Security Act of

1974 (“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 all documents governing the Plan,

including insurance contracts (if any) and

copies of the latest annual report

(Form 5500 Series) filed by the Plan with

the U.S. Department of Labor and available

-28-

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 (if any) 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.

• Obtain a statement telling you the value of

your profit sharing benefit. This statement

must be requested in writing and is not

required to be given more than once every

twelve (12) months. Your Employer will

provide the statement free of charge.

Prudent Actions by Plan 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 and

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 pension benefit or

exercising your rights under ERISA.

Enforce Your Rights. If your claim for a

pension benefit 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. 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 administrator. If you have a claim for

benefits which is denied or ignore, in whole or

in part, and you have exhausted the claims

procedures outlined in this document, 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 is

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 about 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.

US.52651883.15