Your Salaried and
Hourly Pension Plan
(Kimberly-Clark
Corporation)
Summary Plan Description
Contents
Introduction.......................................................................................................1
The Kimberly-Clark Corporation Pension Plan.................................................1
Plan History...................................................................................................1
Plan Features...................................................................................................1
Eligibility............................................................................................................3
Employee Eligibility ..........................................................................................3
Service...............................................................................................................4
What Service Means........................................................................................4
Vesting Service................................................................................................4
Military Service..............................................................................................4
Benefit Service.................................................................................................5
Break-in-Service ..............................................................................................6
Break-in-Service and Pension Choice...........................................................6
Impact of Pension Choice ................................................................................7
Benefit Amount.................................................................................................8
Benefit Formulas..............................................................................................8
How the Plan Calculates Your Benefit .............................................................9
How the Plan Calculates Your Average Monthly Earnings............................9
Using the Step Rate Formula ......................................................................10
Using the Minimum Benefit Formula ...........................................................11
Comparing the Benefits From Each Formula ..............................................11
Retirement Benefit..........................................................................................12
Normal Retirement.........................................................................................12
Early Retirement ............................................................................................12
Deferred Retirement ......................................................................................14
Disability Retirement ......................................................................................14
Surviving Spouse’s and Minor's Benefit .........................................................15
Automatic Survivor Benefit ..........................................................................15
Pre-Retirement Survivor Benefit..................................................................15
How the Plan Pays Benefits...........................................................................17
Naming a Beneficiary.....................................................................................17
Payment Options ...........................................................................................17
Basic Benefit..................................................................................................19
Joint and Survivor Annuity (Qualified)............................................................19
Optional Years Certain and Life Annuity ........................................................20
Level Income Variation ..................................................................................20
Lump Sum Payment ......................................................................................21
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Other Payout Options ....................................................................................21
Lump Sum "Window"...................................................................................21
Small-Benefit Cash-Out "Sweep" ................................................................22
Direct Rollovers..............................................................................................22
Provisions for Scott Heritage Employees ....................................................23
Payment Options ...........................................................................................23
Joint and Survivor Annuity (Non-Qualified) ....................................................24
Lump Sum Payment ......................................................................................24
Direct Rollovers..............................................................................................25
Vesting Service for Part-Time Employees .....................................................25
Restored Employment ...................................................................................25
For Periods Which Terminated Prior to January 1, 1976.............................25
For Periods Which Terminated on or After January 1, 1976 .......................25
Benefit Formula for Employees With Benefit Service
Prior to January 1, 1979...............................................................................26
Grandfathered Benefit....................................................................................27
Temporary Allowance ....................................................................................29
Applying for Benefits .....................................................................................30
Before You Retire ..........................................................................................30
Applying for Retirement Benefits....................................................................30
Survivor Benefits............................................................................................32
Claims Procedures ......................................................................................... 33
Filing a Claim for a Pension Benefit ...............................................................33
If You Want to Request a Review of a Denied Claim.....................................33
Claims for Benefits Other Than Disability Benefits......................................33
Claims for Disability Benefits.......................................................................34
When Benefits Are Not Paid ..........................................................................35
If You Work Past Age 65................................................................................35
Suspension of Benefits ..................................................................................35
When Benefits Must Be Paid .........................................................................36
By Age 70½ or When You Retire ...................................................................36
Plan Information .............................................................................................37
When the Plan May Be Amended or Terminated...........................................37
How Benefits May Be Taxed..........................................................................37
Benefits Administration Committee ................................................................37
How Benefits Are Guaranteed .......................................................................37
Plan Costs......................................................................................................39
If the Plan Is Underfunded .............................................................................39
Mergers, Consolidations, or Transfers ...........................................................39
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iii Your Salaried and Hourly Pension Plan (Kimberly-Clark Corporation)-March 2013
Transfer of Benefits/Qualified Domestic Relations Order (QDRO).................40
Limitation on Benefits.....................................................................................40
Right of Recovery ..........................................................................................40
Administrative Information ............................................................................41
Plan Details....................................................................................................41
Employment Rights Not Guaranteed .............................................................42
Change of Address ........................................................................................43
Active Employees........................................................................................43
Terminated/Retired Participants, QDRO Alternate Payees,
and Beneficiaries.......................................................................................43
Contact Information........................................................................................44
Your Resources for Benefits Information .......................................................44
Your Benefits Resources (YBR) Web Site .....................................................44
Paperless Delivery of Benefits Communication...........................................44
Password Reset ..........................................................................................44
Internet Security ..........................................................................................45
Kimberly-Clark Benefits Center......................................................................45
Contacting the Benefits Center by Phone ...................................................45
Benefits Center Holiday Schedule...............................................................45
Your Rights Under ERISA .............................................................................. 46
Receive Information About Your Plan and Benefits .......................................46
Prudent Actions by Plan Fiduciaries ..............................................................46
Enforce Your Rights.......................................................................................47
Assistance With Your Questions....................................................................47
Appendix .........................................................................................................49
Eligibility Chart ...............................................................................................49
Introduction
The Kimberly-Clark Corporation Pension Plan
This material constitutes your Summary Plan Description (SPD) of the Kimberly-Clark
Corporation Pension Plan (the Plan) in effect on January 1, 2013. It describes the Plan as it
applies to eligible active salaried and hourly employees listed under the "Eligibility Chart" in the
"Appendix," as well as retired and terminated deferred participants on and after July 1, 1997.
This SPD is intended to be a brief description and, as such, cannot present all the details of
eligibility, benefits, and other Plan provisions. In all cases, the provisions of the formal Plan
document govern. No description in this SPD is intended to change anything in the Plan or to
affect any rights under it.
Plan History
• Prior to March 1, 1996, eligible employees of Scott Paper Company (Scott) were
participants in the Scott Paper Company Retirement Plan for Salaried Employees.
Coincident with the merger with Kimberly-Clark Corporation (Kimberly-Clark, K-C, or the
Company), Scott became Kimberly-Clark Tissue Company.
• Effective March 1, 1996, Kimberly-Clark Tissue Company became the sponsor of the
Plan and the Plan was renamed the Kimberly-Clark Tissue Company Pension Plan for
Salaried Employees.
• Effective December 31, 1998, the Kimberly-Clark Tissue Company Pension Plan for
Salaried Employees was merged and became part of this Plan (the Kimberly-Clark
Corporation Pension Plan).
• Effective December 31, 2009, this Plan was frozen.
Plan Features
The following are features of this Plan:
• Normal Retirement: At age 65, or later, after completing five years as a participant in the
Plan.
• Early Retirement: After completing five years of vesting service, and attaining at least
age 55.
• Disability Retirement: After completing five or more years of vesting service, and
presenting a Disability Insurance Benefit award letter under the Federal Social Security
Act (award letter) stating that your disability began during your employment with the
Company (effective June 1, 2006).
• Vested Retirement: Allowance after completing five years of vesting service.
•
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Joint and Survivor Annuities.
• Optional Years Certain and Life Benefit Option.
• Social Security Level Income Variation: At early retirement (not disability retirements).
• Pre-Retirement Death Coverage: For surviving spouse of a deferred participant.
• Automatic Survivor Benefit: For surviving spouse of an eligible active employee.
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Eligibility
Employee Eligibility
You were eligible to participate in this Plan on your date of hire if you were a:
• Regular full-time K-C salaried or non-organized hourly paid employee before
January 1, 1997 who was hired into one of the employee groups listed under the
"Eligibility Chart" in the "Appendix" (K-C employees hired on or after January 1, 1997
aren't eligible for membership in the Plan); or
• Salaried employee of Scott Paper Company who was hired before January 1, 1995 into
one of the employee groups listed under the "Eligibility Chart" in the "Appendix" (Scott
Paper Company and Kimberly-Clark Tissue Company employees hired on or after
January 1, 1995 aren't eligible for membership in the Plan).
This Plan was frozen effective December 31, 2009.
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Service
What Service Means
The Plan uses your service with K-C and predecessor companies for which K-C gave prior
service credit to determine what benefit you'll receive. The Plan counts two types of service:
• Vesting service; and
• Benefit service.
Vesting Service
The Plan counts your years of vesting service with K-C (including former Scott and Combined
Employment) to determine if you're eligible to receive a benefit from the Plan. The Plan counts
your vesting service from your date of hire. Vesting service consists of:
• Your continuous employment with the Company prior to your severance date; plus
• Periods restored under a break-in-service (including certain authorized leaves of absence
and parental absences).
The Plan credits you with one year of vesting service for each calendar year in which you
complete 1,000 hours of service. You don't receive vesting credit for any partial calendar years
during which you worked less than 1,000 hours. Prior to January 1, 1976, the Plan credited you
with vesting service according to the Plan that was in effect immediately before 1976.
If you're a Scott heritage salaried employee, a different definition of vesting service applies for the
service you earned prior to January 1, 2000. See "Grandfathered Benefit" under the "Provisions
for Scott Heritage Employees" section for more information.
Military Service
Vesting service includes the period of time required by law that you spend in the uniformed
services of the United States, provided you resume employment with K-C within the time period
after becoming eligible for discharge or release from the U.S. uniformed services, during which
your reemployment rights are protected by law.
Additionally, under the Heroes Earnings Assistance Relief Tax (HEART) Act, if you die while on
military leave, your beneficiary will receive any additional benefits required by the HEART Act that
would have been provided to you had you resumed employment prior to your death. This includes
vesting and ancillary death benefits, but not additional accruals.
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Benefit Service
The Plan uses your years of benefit service (including Scott credited employment prior to
January 1, 1995) to calculate the amount of your benefit. The Plan counts your benefit service
from your date of hire and uses your benefit service in various formulas to calculate your benefit
from the Plan.
The Plan credits you with one year of benefit service for every year you completed the hours of
service required to perform your job on a full-time basis during that year. Hours of service are
hours you worked for K-C or a predecessor company for which K-C gave prior benefit service
credit.
The Plan credits you with hours of service for time away from work due to:
• Vacation;
• Holidays;
• Sick days;
• Other periods of absence specified by the Benefits Administration Committee
(Committee); and
• Time off for military service to the extent required by law.
The Plan doesn't credit you with more hours than you would have regularly received during a
12-month work schedule. In addition, for termination dates on and after September 27, 1995, if
you completed less than 2,080 hours of service during a calendar year, you're credited with a
fractional year of benefit service for that calendar year.
If, during Pension Choice, you chose the Kimberly-Clark Corporation Retirement Contribution
Plan (RCP) for future benefits, your benefit service under this Plan was frozen as of
June 30, 1997. Going forward, this Plan considers your frozen benefit service as your "Past
Service Benefit," and includes this period of frozen benefit service when calculating your benefit.
"Past Service Benefit" is further defined under "Impact of Pension Choice" under this section.
Please Note: Your RCP account is now part of the 401(k) and Profit Sharing Plan.
For purposes of this Plan, all Scott heritage salaried employees had their benefit service under
this Plan frozen as of January 1, 1995.
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Break-in-Service
The Plan counts your continuous service with K-C. A break-in-service interrupts the vesting
service and benefit service you earn toward your benefit. Any break-in-service may affect your
right to receive a benefit.
You're considered to have a break-in-service if you terminate employment and you worked
500 hours or less during the year you terminate, or in a subsequent calendar year, unless you
were absent due to certain approved leaves such as illness, military service, or maternity leave.
If you completed less than five years of vesting service before your break-in-service, you forfeit
the vesting service you earned before the break. However, the Plan recredits your service if you
completed at least one year of vesting service before the break and you returned to the Company
and completed one year of vesting service after the break. Additionally, if you returned to the
Company and because of a total and permanent disability or death you didn't complete one year
of vesting service after the break, your service is recredited.
If you completed five years of vesting service before your break-in-service, you don't forfeit
the vesting service you earned before the break.
If you're a Scott heritage salaried employee, you have different rules for breaks-in-service that
ended prior to January 1, 2000. See "Grandfathered Benefit" under the "Provisions for Scott
Heritage Employees" section for more information.
Break-in-Service and Pension Choice
As of January 1, 2010, you participate in the 401(k) and Profit Sharing Plan (prior to that date,
you participated in the Kimberly-Clark Corporation Retirement Contribution Plan [RCP]) if:
• During Pension Choice, you elected to stay in this Plan;
• You subsequently terminated employment; and
• You were rehired by Kimberly-Clark after December 31, 1996.
Your vesting service continues to accrue. Any subsequent adjustments in earnings (through
December 31, 2009) are used to calculate the portion of your benefit under this Plan. (See
"Impact of Pension Choice" under this section for more information). However, you're not eligible
to accrue additional benefit service under this Plan.
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Impact of Pension Choice
If, during Pension Choice, you elected the RCP when it was offered:
• You became a participant in the RCP beginning July 1, 1997 (effective January 1, 2010,
your RCP account became part of the 401(k) and Profit Sharing Plan);
• Your benefit service under this Plan was frozen as of June 30, 1997 (as a result you
haven't accrued any additional periods of benefit service under this Plan since
June 30, 1997);
• Your earnings used to calculate a benefit under this Plan were not frozen until
December 31, 2009; and
• Your vesting service used for eligibility and vesting under this Plan was not frozen (as a
result, you continue to accrue vesting service under this Plan as you continue working for
the Company).
This means that, if you elected the RCP, you'll be eligible to receive a retirement benefit from this
Plan and from the 401(k) and Profit Sharing Plan.
Your retirement allowance under this Plan (Past Service Benefit) is calculated and paid like any
other retirement allowance under the Plan, as described in this SPD. It's subject to the same
rules and conditions. However, it's calculated to take into account your benefit service under this
Plan accrued up to June 30, 1997, recognizing that your future benefits are covered by the 401(k)
and Profit Sharing Plan. The 401(k) and Profit Sharing Plan SPD describes that Plan's benefits.
All eligible employees hired or rehired on or after January 1, 1997 but prior to January 1, 2010
automatically participated in the RCP, and didn't participate or accrue benefit service or additional
benefit service under this Plan. All eligible employees hired or rehired on or after January 1, 2010
automatically participate in the 401(k) and Profit Sharing Plan.
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Benefit Amount
Benefit Formulas
The Plan calculates your benefit based on:
• Two ways following different formulas (Step Rate Formula and Minimum Benefit
Formula);
• Your pay before you retire or leave K-C;
• Your years of benefit service with K-C;
• Your age; and
• Government regulations and Plan provisions in effect when you start to receive your
benefit.
Please Note: This Plan was frozen effective December 31, 2009. Pay and service were capped
as of that date.
The Plan first calculates your Basic Benefit based on payments for your lifetime only without
considering other payment options. You receive the greater benefit that results from the following
two formulas:
• Step Rate Formula: The standard formula that the Plan uses to determine your benefit
at retirement, based on defined percentages of your Average Monthly Earnings, Pay
Brackets, and your years of benefit service.
• Minimum Benefit Formula: An alternate formula that the Plan uses to determine your
minimum benefit at retirement, based on a defined dollar amount times your years of
benefit service.
Payment options are described under the "How the Plan Pays Benefits" section.
If you're a Scott heritage salaried employee, the Plan uses a different benefit formula to account
for benefit service accrued before January 1, 1979. In addition, you may have you entire benefit
calculated according to a grandfathered formula frozen as of December 31, 1999. (See
"Grandfathered Benefit" under the "Provisions for Scott Heritage Employees" section).
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How the Plan Calculates Your Benefit
The Plan considers your "pay" to include generally:
• Wages;
• Overtime;
• Bonuses;
• Sales incentive pay, such as sales commissions; and
• Any military differential paid with respect to any period of active military service in the
uniformed services of the U.S. of more than 30 days.
To the extent deductions decrease your base pay, your pay isn't reduced by pre-tax 401(k) or
other pre-tax benefit contributions, and doesn't include:
• Payments in lieu of vacation;
• Severance pay;
• Compensation paid in any form other than cash;
• Service or suggestion awards;
• Foreign service premiums (after December 31, 1979) and allowances; and
• Any other special or unusual compensation.
The compensation used by the Plan doesn't include annual earnings over the annual limit under
the Code as adjusted each year by the Internal Revenue Service (IRS). For 2009, this amount is
$245,000. This limit is required under IRS rules, and is subject to change.
Your "pay" that the Plan uses to calculate your benefit from the Plan was frozen on
December 31, 2009.
How the Plan Calculates Your Average Monthly Earnings
The Plan's Step Rate Formula uses your Average Monthly Earnings to calculate your benefit. To
calculate your Average Monthly Earnings, the Plan uses the larger of:
• The monthly average of your earnings during your last 60 months of service while you
were an eligible employee; or
• In your last 15 years of service while you were an eligible employee, the monthly average
of your earnings during the five calendar years in which your earnings were their highest
(these years don't have to be consecutive).
If you're a part-time employee, the Plan adjusts your earnings to approximate what they would
have been if you had been a full-time employee.
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Using the Step Rate Formula
Step Rate Formula
Your Years of Benefit Service
Pay Bracket 1 x 1.125%
x
+ Pay Bracket 2 x 1.425%
+ Pay Bracket 3 x 1.5%
÷
12
=
Your Unreduced Monthly Benefit*
*Any benefit payable to you from the 401(k) and Profit Sharing Plan is in addition to this benefit.
The Pay Brackets are based on the Social Security Taxable Wage Base. The Taxable Wage
Base is set each year by the Social Security Administration and is indexed for inflation. For 2009
and 2010, the Taxable Wage Base was $106,800. This is the amount that the Plan uses in the
frozen benefit calculation (if you retired prior to January 1, 2009, the Plan uses the Taxable Wage
Base in effect on the first day of the year in which you retired). Pay Brackets One, Two, and
Three are determined as follows.
Pay Bracket Your Pay
Pay Bracket One Equals The Lesser of Your Final Average Annual Pay* or
2/3 of the Taxable Wage Base
Pay Bracket Two Equals The Lesser of Your Final Average Annual Pay* or
the Taxable Wage Base, Minus 2/3 of the Taxable Wage Base
Pay Bracket Three Equals Your Final Average Annual Pay* Minus the Taxable Wage Base
* Your final average annual pay is your Average Monthly Earnings times 12.
The Plan doesn't use any Pay Bracket with a value less than zero.
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10Your Salaried and Hourly Pension Plan (Kimberly-Clark Corporation)-March 2013
Using the Minimum Benefit Formula
This formula calculates a minimum benefit based on your years of benefit service.
Minimum Benefit Formula
$10
x
Your Years of Benefit Service
=
Your Unreduced Monthly Benefit
(maximum $100)
Comparing the Benefits From Each Formula
After calculating a benefit under each formula, the Plan determines which would pay you the
larger benefit. This process determines your Basic Benefit from the Plan. The actual amount you
receive depends on your age and the payment option you select. Any benefit you receive from
Social Security is paid in addition to the Plan's benefit.
Any benefit payable to you from the 401(k) and Profit Sharing Plan is in addition to the benefit
paid under this Plan.
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Retirement Benefit
Normal Retirement
The Plan's formulas calculate a benefit at normal retirement—the later of age 65, or the date
upon which you complete five years as a participant in this Plan. However, you may be eligible for
an unreduced benefit before reaching normal retirement age.
For a full, unreduced benefit you must be at least:
• Age 65 if you complete five years as a participant in the Plan;
• Age 62 if you complete 10 or more years of vesting service;
• Age 60 or 61, if you complete 30 or more years of vesting service; or
• Age 60 or 61 if you terminate employment with 10 or more years of vesting service and
you would have completed 30 or more years of vesting service had you continued
employment with the Company.
Early Retirement
The benefit from the Plan is reduced if you retire before you're eligible for a full, unreduced
benefit (see the Early Retirement table below for the applicable percentage). You're eligible to
receive a reduced early retirement benefit as early as age 55, if you've completed five years of
vesting service.
If you elect early retirement, your benefit is reduced according to the number of years you retire
before the age you're eligible for a full, unreduced benefit. The amount of the reduction is based
on your age at the time your benefit begins and your years of vesting service.
If you have at least 10 years of vesting service at retirement, the Plan reduces your benefit by 5%
for each year of early retirement. For fractional years, the benefit is reduced 1/12 of 5% for each
full calendar month.
If you have at least five but less than 10 years of vesting service at retirement, your benefit is
reduced by actuarial tables specified in the Plan, which include interest rates and the mortality
table in use by the Plan when your benefit begins. The Early Retirement table illustrates the
actuarial reduction at 5% and the 1983 GAM Unisex Mortality Table. These rates are subject to
change.
The Early Retirement table shows the percentage of the full retirement benefit you'll receive if you
elect early retirement.
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Find your years of vesting service category along the top. Find the age at which you'll retire and
read across the table to find the percentage of your retirement benefit.
Early Retirement Table
Percentage of Regular Benefit Based on Age and Years of Vesting Service
Vesting
Service
30+ 29 28 27 26 25 24 23-10 9-5
Age
65 100% 100.00%
64 100% 91.78%
63 100% 84.42%
62 100% 77.82%
61 100% 95% 95% 95% 95% 95% 95% 95% 71.87%
60 100% 95% 90% 90% 90% 90% 90% 90% 66.49%
59 95% 95% 90% 85% 85% 85% 85% 85% 61.62%
58 90% 90% 90% 85% 80% 80% 80% 80% 57.20%
57 85% 85% 85% 85% 80% 75% 75% 75% 53.17%
56 80% 80% 80% 80% 80% 75% 70% 70% 49.49%
55 75% 75% 75% 75% 75% 75% 70% 65% 46.12%
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Deferred Retirement
If you leave the Company before retirement and have at least five years of vesting service, you're
a "deferred participant" and eligible to receive a "deferred benefit" under the Plan. You can collect
this benefit as early as age 55. A deferred benefit is payable as a normal retirement benefit or a
reduced early retirement benefit. Your deferred benefit will be calculated at the time you leave
K-C using the benefit formulas described under the "Benefit Amount" section.
You should keep the Company informed of any address changes so that you receive ongoing
information about the Plan and your eligible benefits. To report an address change, go online to
the Your Benefits Resources
TM
(YBR) Web site or contact the Kimberly-Clark Benefits Center.
See the "Contact Information" section for Web site address and telephone information.
Disability Retirement
You're generally eligible for a disability retirement benefit from the Plan if:
• You've completed five years of vesting service;
• You're disabled and receive a Disability Insurance Benefit award letter under the Federal
Social Security Act (award letter)—effective June 1, 2006;
• The award letter states you were disabled on or before your date of termination of
employment with K-C;
• You haven't initiated a regular retirement under the Pension Plan;
• You apply for a "totally and permanently disabled" (T&PD) retirement benefit after you
receive your award letter; and
• Your request for a T&PD retirement benefit and the award letter are received by the
Kimberly-Clark Benefits Center within three years of your termination of employment.
Disability determinations for prior termination dates (prior to June 1, 2006) were subject to
different standards.
Please Note: This disability retirement provision doesn't apply to deferred participants.
The Plan calculates the disability retirement benefit using the benefit formulas described under
the "Benefit Amount" section. The benefit is not reduced for early payment.
If you're married when you become eligible for a disability retirement benefit, your benefit is
reduced to provide a continuing benefit for your surviving spouse. The monthly benefit paid to you
is 80% of the unreduced benefit amount that's calculated using the formulas described under the
"Benefit Amount" section. If you die before your spouse, your spouse receives a lifetime benefit
equal to 50% of the unreduced disability retirement benefit. If you and your spouse waive the
spouse's benefit in writing, however, you receive 100% of the benefit amount. Your spouse would
not receive a benefit after you die.
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14Your Salaried and Hourly Pension Plan (Kimberly-Clark Corporation)-March 2013
If you're not married when you become eligible for a disability retirement benefit, the benefit paid
to you is 100% of the benefit amount for your lifetime. There's no survivor benefit after you die,
even if you're married at the time of your death.
Surviving Spouse’s and Minor's Benefit
The Plan offers a benefit to your surviving spouse and minors.
Automatic Survivor Benefit
The Plan pays an automatic survivor benefit to your survivors if you die while you're a K-C active
employee and you:
• Have five or more years of vesting service; or
• Have reached age 65 and completed five years as a participant in the Plan.
Please Note: This automatic survivor benefit provision doesn't apply to deferred participants.
Your surviving spouse receives 50% of the monthly benefit you earned as of the day before you
died. The Plan calculates this benefit by using the formulas described under the "Benefit Amount"
section, and doesn't reduce the benefit amount for early payment.
If there's no surviving spouse or your surviving spouse dies within 30 days of your death, your
surviving minor children receive the same benefit your surviving spouse would have received,
divided equally among your minor children. The Plan pays benefits to each child until he or she
reaches age 21 (or dies), at which time the benefit is divided among the remaining minor children.
Survivor payments end the month the surviving spouse dies or, for surviving minor children
receiving benefits, the month a child dies or reaches age 21 (whichever occurs earlier).
In addition, a benefit may be payable to your surviving spouse from the Social Security
Administration.
Pre-Retirement Survivor Benefit
The Plan makes a Pre-Retirement Survivor Benefit available to your surviving spouse if you die:
• While eligible for a deferred benefit; but
• Before your benefit begins.
If you die before your benefit begins, your surviving spouse can apply for a Pre-Retirement
Survivor Benefit. The benefit can begin as early as the first of the month following the day you
would have been eligible to receive a benefit (generally age 55). The Plan's early payment
provisions would apply.
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15Your Salaried and Hourly Pension Plan (Kimberly-Clark Corporation)-March 2013
The Pre-Retirement Survivor Benefit is a monthly benefit. The Plan calculates this benefit in a
manner similar to how the benefit is calculated under the 50% Joint and Survivor Annuity
payment option.
Survivor Benefits
Benefits Automatic Survivor Benefit Pre-Retirement Survivor Benefit
The Plan pays
benefits if:
You die while an active employee with at
least five years of vesting service, or you're
at least age 65 and you've completed five
years as a participant in the Plan.
You leave the Company, you're
eligible for a deferred benefit, and
you die before your deferred benefit
begins.
The benefit amount
for your surviving
spouse:
50% of the monthly benefit you've earned as
of the day you die, calculated according to
the formulas described under the "Benefit
Amount" section, and not reduced for early
payment.
50% of the deferred benefit you
would have been eligible to receive at
retirement (calculated as a 50% Joint
and Survivor payment option).
The benefit amount
for your surviving
minor children (if no
surviving spouse):
The same benefit your surviving spouse
would have received, divided equally among
the minor children, paid until your surviving
minor child reaches age 21 (or dies), at
which time the benefit is divided among the
remaining minor children.
Not available.
Survivor payments
begin:
The month after you die. The month after your surviving
spouse applies for the benefit, but not
earlier than the date you would have
been at least age 55.
Survivor payments
end:
The month your surviving spouse dies, or if
your surviving minor children are receiving
benefits, the month when your youngest
child dies or reaches age 21.
The month your surviving spouse
dies.
Kimberly-Clark Corporation
16Your Salaried and Hourly Pension Plan (Kimberly-Clark Corporation)-March 2013
How the Plan Pays Benefits
Naming a Beneficiary
Some payment options may require that you designate a beneficiary. Your beneficiary is the
person who receives any outstanding Plan benefits in the event of your death. If you're married,
the law requires you to name your spouse as your beneficiary for a Joint and Survivor Annuity,
unless your spouse agrees otherwise (in writing and in the presence of a notary public). You may
designate anyone for a Certain and Life Annuity payment option. Beneficiary designations are
made at retirement.
Even after you elect a beneficiary, you may change your beneficiary designation at any time
before payments begin. If you divorce before payments begin, any election you may have made
naming your spouse as beneficiary will remain valid unless:
• A Qualified Domestic Relations Order provides otherwise;
• You change your election; or
• You remarry.
The Plan provides for survivor benefits if you're married and your spouse survives you. It also
provides for survivor benefits if you've elected a Joint and Survivor Annuity payment option.
Payment Options
When you retire, you have the opportunity to choose from several payment options for your
monthly benefit. However, once benefits begin, no changes may be made to the form of payment
even if your marital status changes. The payment options are explained as follows.
Retirement Benefit Payment Options
Payment Options Who Receives the Benefit
What Other Choices Are
Available
Basic Benefit
You (retiree) only. There's no provision for
a benefit for survivors.
None (other than Level Income
Variation).
Kimberly-Clark Corporation
17Your Salaried and Hourly Pension Plan (Kimberly-Clark Corporation)-March 2013
Kimberly-Clark Corporation
18Your Salaried and Hourly Pension Plan (Kimberly-Clark Corporation)-March 2013
Retirement Benefit Payment Options
Payment Options Who Receives the Benefit
What Other Choices Are
Available
Joint and Survivor
Annuity
You (retiree) and your spouse. Automatic
benefit if you're married when you retire
and you don't elect another payment
option. If you die first, your surviving
spouse receives a benefit until he or she
dies.
The amount of benefit your
surviving spouse receives: 50%,
62½%, 75%, or 100% of your
benefit.
The higher the percentage of
benefit for your surviving spouse,
the lower the benefit for you. You
may not change your surviving
spouse designation or the
percentage after payments begin.
Optional Years Certain
and Life Annuity
You (retiree) and your beneficiary (doesn't
have to be a spouse), if you die before the
end of the specific number of years.
The specific number of "certain"
years the benefit is received: 5, 10,
or 15.
The higher the number of years,
the lower the benefit for you. You
may not change the number of
years after payments begin, but
you can change the beneficiary
designation at any time. However,
spousal consent is required, even if
your spouse is the designated
beneficiary.
Level Income Variation
(Early Retirement Only)
You (retiree) only. This adjusts your
monthly benefit while you're living. It
doesn't affect any survivor's benefit.
Available with any of the above
payment options.
This payment option "levels" your
income so your income stays
approximately the same when age
62 Social Security benefits begin.
Lump Sum Payment (If
the Present Value of
Your Benefit Is $5,000 or
Less)*
You (retiree) or your surviving spouse in
the case of a Pre-Retirement Survivor
Benefit or automatic survivor benefit.
You may request a cash
distribution or a direct rollover into
an IRA, an annuity, or another
employer's tax-qualified plan.
* The Lump Sum Payment applies for all locations effective July 1, 2009. If you're a Scott heritage employee, the Plan
offered a lump sum payment option if the present value of your benefit was $1,000 or less.
Basic Benefit
This form of payment provides the largest monthly allowance under the Plan. It pays you the
amount determined by the Plan formulas for as long as you live. Payments stop at your death.
There are no payments to survivors.
If you're married when payment of your allowance begins, your spouse must consent in writing to
this form of payment.
If you're single when your payment begins, your allowance is paid in this form unless you elect
another form of payment available under the Plan.
Joint and Survivor Annuity (Qualified)
With the Joint and Survivor Annuity payment option, the Plan pays you a reduced monthly benefit
during your lifetime. After your death, the Plan continues to pay a monthly benefit to your
surviving spouse for the rest of his or her life.
If you're married when you elect to begin receiving your benefit, you automatically receive the
50% Joint and Survivor Annuity payment option, unless you waive this option in writing and make
a different election. If you wish to do so, you can elect to provide your spouse with an allowance
after your death equal to 62½%, 75%, or 100% of the reduced amount paid to you. The amount
of the benefit reduction is based on your age, your spouse's age, and the type of Joint and
Survivor Annuity that you elect.
If you waive the Joint and Survivor Annuity payment option, your spouse also must consent in
writing that he or she waives the payment option. Otherwise, the waiver is not valid. The consent
must be in writing and notarized.
With the Joint and Survivor Annuity payment option, the Plan only pays benefits to the spouse
you're married to when you retire, even if you later remarry, unless other provisions are made in a
Qualified Domestic Relations Order (QDRO) in connection with a divorce. The Plan also doesn't
pay survivor benefits if, after you retire, your spouse dies before you do.
If you're a Scott heritage salaried employee, you have another joint and survivor payment option.
(See "Payment Options" under the "Provisions for Scott Heritage Employees" section.)
Kimberly-Clark Corporation
19Your Salaried and Hourly Pension Plan (Kimberly-Clark Corporation)-March 2013
Optional Years Certain and Life Annuity
If you select this payment option, the Plan pays a reduced monthly benefit to you during your
lifetime. After your death, the Plan continues to pay a monthly benefit to your surviving beneficiary
for the remainder (if any) of a specific number of years.
Your beneficiary may be any person. You may change your beneficiary designation at any time
subject to spousal consent as described under "Payment Options" under this section.
If you're married and you elect the Optional Years Certain and Life Annuity payment option:
• Your spouse must provide notarized, written consent that he or she waives the Joint and
Survivor Annuity payment option; and
• If you choose a beneficiary other than your spouse, your spouse must also consent in
writing to the designation of someone other than him or her as beneficiary.
Otherwise, your election is not valid.
Level Income Variation
If you elect early retirement (but not a disability retirement) before age 62, you may elect a Level
Income Variation. This payment option increases the amount of your retirement allowance paid
by the Plan between the time of your early retirement and your attainment of age 62.
The increase is based on the anticipated primary benefit that you'll be eligible to receive from
Social Security at the earliest possible date (currently age 62) under the law in effect at your
retirement. Whether or not you collect that early Social Security benefit, your monthly retirement
allowance will be decreased when you reach age 62 so that, with your anticipated primary Social
Security benefit as calculated at the time of your retirement, your total retirement income during
retirement will be approximately the same.
If, because of the payment option you choose, your benefit is certain to be paid over a time period
of less than 10 years, you may be eligible for a direct rollover. If you don't choose a direct
rollover, tax withholding and/or penalties may apply.
This payment option only affects a participant's retirement benefit. It doesn't affect benefits to
survivors or beneficiaries and may be selected with any of the other payment options.
Kimberly-Clark Corporation
20Your Salaried and Hourly Pension Plan (Kimberly-Clark Corporation)-March 2013
Kimberly-Clark Corporation
21Your Salaried and Hourly Pension Plan (Kimberly-Clark Corporation)-March 2013
Lump Sum Payment
If the present value of your normal, early, disability, or vested retirement allowance or your Pre-
Retirement Survivor Benefit (whichever is applicable) is $5,000 or less, the Plan pays the
allowance or benefit to you in one lump sum. In the case of a Pre-Retirement Survivor Benefit,
the Plan pays the benefit to your surviving spouse.
If the present value of the allowance exceeds $5,000, you receive a monthly payment in
accordance with the payment option you've elected.
When determining the present value, the Plan aggregates your retirement allowance under this
Plan with any retirement allowance payable to you under any other Company-sponsored defined
benefit pension plan. The Plan determines the present value of all lump sum payments according
to:
• The "applicable interest rate" and the "applicable mortality table" as defined in IRS code
Section 417(e) (per the Pension Protection Act), effective January 1, 2008;
• A combination of corporate bond rates; and
• The average annual rate of interest on 30-year Treasury securities for the September
*
immediately before the plan year that your distribution occurs (the Plan uses the standard
mortality table that's used by the IRS on the date the present value is being determined).
Other Payout Options
Lump Sum "Window"
From October 15, 2012 to November 21, 2012, deferred vested participants with a benefit whose
present value exceeded $5,000 as of December 1, 2012, who terminated employment before
August 1, 2012, and hadn't yet begun payment of their benefit, were offered an opportunity to
elect a lump sum form of payment or an immediate annuity (regardless of whether or not they
were otherwise eligible to begin their benefit from the Plan). All lump sum benefits and immediate
annuity benefits for any participant not already eligible to begin his or her benefit on December 1,
2012 were calculated using the Plan's lump sum interest rates and actuarial table. Participants
who couldn't be located by November 21, 2012 weren't eligible for this lump sum window
opportunity. Written spousal consent was required for married participants electing the lump sum.
This program didn't change the pension benefit or eligibility for any participant who didn't elect it.
The Benefit Commencement Date for the payments under this program was December 1, 2012.
Participants who elected and received a lump sum form of payment in this "window" have no
further pension benefit from the Plan.
*
Effective January 1, 2010, September rates are used. Before 2010, December rates were used.
Small-Benefit Cash-Out "Sweep"
Concurrent with the lump sum "window," deferred participants who met the same eligibility
requirements as for the window, but whose benefit had a present value of $5,000 or less as of
December 1, 2012, were given a lump sum or had their benefit rolled into an individual retirement
account (IRA) with Millennium Trust (depending on the present value and the participant's
election). Participants whose benefit had a present value of $1,000 or less were paid out in cash,
unless they elected another form of payment. Participants whose benefit had a present value of
$1,000 weren't sent a payment unless they responded to the automatic payment notice sent out
in October 2012. Participants whose benefit had a present value greater than $1,000, but not
greater than $5,000, had their benefit rolled over to a Millennium Trust IRA, unless they elected
another form of payment.
Direct Rollovers
When you receive a payment from the Plan in the form of a lump sum payment, you may request
that all or a part of the taxable portion of the payment be rolled over to:
• The trustee or custodian of an IRA;
• An annuity; or
• Another employer's tax-qualified plan that accepts such transfers called rollovers.
You receive a payment notice and rollover election statement from the Kimberly-Clark Benefits
Center for the rollover-eligible benefit. If you choose a direct rollover, you're not taxed on the
payment until you later take it out of the IRA or the other employer's plan. If you don't elect a
direct rollover of a lump sum, a mandatory 20% tax withholding applies and a 10% Federal excise
tax may apply if you're younger than age 59½.
Kimberly-Clark Corporation
22Your Salaried and Hourly Pension Plan (Kimberly-Clark Corporation)-March 2013
Provisions for Scott Heritage Employees
Payment Options
If you were an eligible salaried employee at Scott Paper Company (Scott heritage employee) with
service before January 1, 1995, some provisions of the former Scott Paper Company Retirement
Plan for Salaried Employees are available to you in addition to the provisions detailed in this
SPD.
Retirement Benefit Payment Options Applicable to Employees
With Scott Service Prior to January 1, 1995*
Payment Options Who Receives the Benefit What Other Choices Are Available
Joint and Survivor
Annuity
(Non-Qualified)
You (retiree) and your designated
survivor (other than your spouse). If
you die first, your designated
survivor receives a benefit until he
or she dies.
The amount of benefit your designated
survivor receives: 50%, 62½%, 75%, or
100% of your benefit.
The higher the percentage of benefit for
your designated survivor, the lower the
benefit for you. You may not change
your designated survivor or the
percentage after payments begin.
Lump Sum Payment (If
the Present Value of
Your Benefit Is $5,000 or
Less)**
You (retiree) or your surviving
spouse in the case of a Pre-
Retirement Survivor Benefit or
automatic survivor benefit.
You may request a cash distribution or a
direct rollover into an IRA, an annuity, or
another employer's tax-qualified plan.
* In addition to the provisions described under "Payment Options" under the "How the Plan Pays Benefits"
section of this SPD.
** Prior to July 1, 2009, the Plan offered a lump sum payment option if the present value of your benefit was
$1,000 or less.
Kimberly-Clark Corporation
23Your Salaried and Hourly Pension Plan (Kimberly-Clark Corporation)-March 2013
Kimberly-Clark Corporation
24Your Salaried and Hourly Pension Plan (Kimberly-Clark Corporation)-March 2013
Joint and Survivor Annuity (Non-Qualified)
Under this payment option, the Plan pays you a reduced monthly benefit during your lifetime in
order to provide a benefit for a designated survivor other than your spouse after your death. The
amount of the reduction is based on:
• Your age;
• The age of your designated survivor; and
• The type of joint and survivor payment option you've elected.
When you die, the payment option you've specified is paid to your designated survivor for his or
her life. If your spouse is your designated survivor, see "Joint and Survivor Annuity (Qualified)"
under the "How the Plan Pays Benefits" section.
You may elect a 50%, 62½%, 75%, or 100% Joint and Survivor Annuity. When you die, one-half,
sixty-two and one-half percent, three-fourths, or all of your reduced retirement benefit is paid to
your designated survivor for his or her life.
If you're married when the Plan starts paying your benefit, your spouse must consent in writing to
this form of payment since it designates another person as your survivor.
Lump Sum Payment
If the present value of your normal, early, disability, or vested retirement allowance or your Pre-
Retirement Survivor Benefit (whichever is applicable) is $5,000 or less ($1,000 or less for
terminations before July 1, 2009), the Plan pays the allowance or benefit to you in one lump sum.
In the case of a Pre-Retirement Survivor Benefit, the Plan pays the benefit to your surviving
spouse.
If the present value of the allowance exceeds $5,000 (or $1,000 for terminations before July 1,
2009), you receive a monthly payment in accordance with the payment option you've elected.
When determining the present value, the Plan aggregates your retirement allowance under this
Plan with any retirement allowance payable to you under any other Company-sponsored defined
benefit pension plan. The Plan determines the present value of all lump sum payments according
to:
• The "applicable interest rate" and the "applicable mortality table" as defined in IRS code
Section 417(e) (per the Pension Protection Act), effective January 1, 2008;
• A combination of corporate bond rates; and
• The average annual rate of interest on 30-year Treasury securities for the September
*
immediately before the plan year that your distribution occurs (the Plan uses the standard
mortality table that's used by the IRS on the date the present value is being determined).
*
Effective January 1, 2010, September rates are used. Before 2010, December rates were used.
Direct Rollovers
When you receive a payment from the Plan in the form of a lump sum payment, you may request
that all or a part of the taxable portion of the payment be rolled over to:
• The trustee or custodian of an individual retirement account (IRA);
• An annuity; or
• Another employer's tax-qualified plan that accepts such transfers called rollovers.
You receive a payment notice and rollover election statement from the Kimberly-Clark Benefits
Center for the rollover-eligible benefit. If you choose a direct rollover, you're not taxed on the
payment until you later take it out of the IRA or the other employer's plan. If you don't elect a
direct rollover of a lump sum, a mandatory 20% tax withholding applies and a 10% Federal excise
tax may apply if you're younger than age 59½.
Vesting Service for Part-Time Employees
For service earned on or after January 1, 1976 but prior to January 1, 1987, the Plan credits you
with one year of vesting service for calendar years in which you completed more than 435 hours
of service.
For service earned on or after January 1, 1987 but prior to January 1, 1995, the Plan credits you
with one year of vesting service for each calendar year in which you completed more than 869
hours of service.
Restored Employment
Certain prior periods of vesting service are eligible for restoration for Plan purposes, as follows.
For Periods Which Terminated Prior to January 1, 1976
Periods of vesting service that terminated prior to 1976 are eligible for restoration only if they
consisted of at least 30 days of consecutive full-time vesting service. Such periods of vesting
service are eligible for restoration if you completed one additional year of vesting service.
For Periods Which Terminated on or After January 1, 1976
If you were rehired on a regular full-time basis, you were entitled to a restoration of any applicable
prior period of vesting service that included a termination date after 1975 if you completed one
additional year of continuous vesting service on that basis. However, you were entitled to an
immediate restoration of any prior period of vesting service if you were rehired on the same basis
within 12 months of the termination date. In such case, the period between your termination date
and your reemployment was also considered to be vesting service.
Kimberly-Clark Corporation
25Your Salaried and Hourly Pension Plan (Kimberly-Clark Corporation)-March 2013
If you were rehired on a part-time basis after 1975, you were entitled to a restoration of any
applicable prior period of vesting service at the end of the first subsequent calendar year
(including the year of rehire) during which you accumulated 870 hours worked. However, you
were entitled to an immediate restoration of any prior period of vesting service if you were rehired
on the same basis before incurring a one-year break in service (accumulation of less than 435
hours of service).
Benefit Formula for Employees With Benefit Service Prior to
January 1, 1979
If you're a former salaried employee of Scott and have benefit service (formerly credited
employment) prior to January 1, 1979, your retirement benefit is calculated differently for those
years of benefit service before 1979.
Adjusted Step Rate Formula
1.5% x Your Final Average Annual Pay*
TIMES
Years of Benefit Service Prior to January 1, 1979
PLUS
Your Years of Benefit Service After December 31,
1978
Pay Bracket 1 x 1.125%
x
+ Pay Bracket 2 x 1.425%
+ Pay Bracket 3 x 1.5%
÷
12
=
Your Unreduced Monthly Benefit**
*Your final average annual pay is your Average Monthly Earnings multiplied by 12.
** Any benefit payable to you from the 401(k) and Profit Sharing Plan is in addition to this benefit.
Kimberly-Clark Corporation
26Your Salaried and Hourly Pension Plan (Kimberly-Clark Corporation)-March 2013
Grandfathered Benefit
If you're a Scott heritage employee who was hired by Scott before January 1, 1995 and you were
working for the Company on December 31, 1999, you had a frozen benefit calculated as of
December 31, 1999. This frozen benefit is the greater of the Earnings-Based Formula or the
Alternative Minimum Formula as shown below.
Earnings-Based Formula
0.015 x Average Final Compensation x Benefit
Service
(formerly Credited Employment)
MINUS
0.015 x Social Security Benefit x Benefit Service
(formerly Credited Employment)
Between December 31, 1978 and December 31,
1994*
or
0.5 x Social Security Benefit x Ratio**
DIVIDED BY
12
EQUALS
Your Unreduced Monthly Benefit
* If your projected Credited Employment from the
later of your hire date or December 31, 1978 to your
65th birthday is less than or equal to 400 months.
** If your projected Credited Employment is more
than 400 months. The ratio used in this formula is
your Credited Employment after December 31, 1978
divided by your total projected Credited Employment
to age 65.
Kimberly-Clark Corporation
27Your Salaried and Hourly Pension Plan (Kimberly-Clark Corporation)-March 2013
Grandfathered Benefit As of December 31, 1999
Alternative Minimum Formula
Monthly Rate (based on site from which you retire*)
x
Your Years of Credited Employment
= Your Monthly Benefit
* Frozen Alternative Minimum Benefit Rates By Site
Site
Monthly Benefit Rate
Chester
$38.00
Everett
$40.65
Hattiesburg
$28.00
Marinette
$38.00
Mobile
$38.00
Owensboro
$28.00
San Antonio
$28.00
When you retire or terminate employment, the Plan uses the benefit formulas as described under
the "Benefit Amount" section (including the calculation shown above for any pre-1979 benefit
service). The amount that results will be compared with the frozen amount calculated under the
grandfathered benefit. The method that produces the greater amount will be used to calculate
your retirement benefit from this Plan.
Kimberly-Clark Corporation
28Your Salaried and Hourly Pension Plan (Kimberly-Clark Corporation)-March 2013
Temporary Allowance
If you elect early retirement and the Earnings-Based Formula produces the greater benefit of the
two grandfathered benefit formulas (even if your retirement benefit is determined using the Step
Rate or Minimum Benefit Formula), and payments begin before you reach age 62, you'll receive a
Temporary Allowance until you reach age 62. At age 62 when you first become eligible to receive
your Social Security benefit, the Temporary Allowance will end.
If you retire between the ages of 55 and 62 with at least 10 years of vesting service, the
Temporary Allowance pays the equivalent of the Social Security offset earned up to
December 31, 1999. The Temporary Allowance is calculated using whichever of the following two
formulas produces the greater benefit.
Temporary Allowance Calculation
0.015 x Monthly Social Security Benefit x Benefit
Service
(formerly Credited Employment) After December 31,
1978
OR
IF GREATER
0.015 x Monthly Social Security Benefit x Ratio*
Times
Early Retirement Reduction Factor
EQUALS
Temporary Allowance
(a monthly benefit payable until age 62)
* The ratio used in this formula is your Benefit
Service (formerly Credited Employment) after
December 31, 1978 divided by your total projected
Benefit Service (formerly Credited Employment) to
age 65.
Kimberly-Clark Corporation
29Your Salaried and Hourly Pension Plan (Kimberly-Clark Corporation)-March 2013
Applying for Benefits
Before You Retire
Log on to the Your Benefits Resources (YBR) Web site, or contact the Kimberly-Clark Benefits
Center to request an estimate of your monthly benefit. This estimate will give you an idea of how
much you'll receive from the Plan when you retire. A final calculation will be made when you
retire.
Applying for Retirement Benefits
When you want your benefit payments to begin, log on to Your Benefits Resources (YBR) to
initiate your retirement and make your retirement elections or contact the Kimberly-Clark Benefits
Center. Your request for your normal, early, disability, or deferred retirement benefit should be
made to the Benefits Center within the 60-day period before:
• Your retirement date; or
• The date you want your benefit payments to begin.
However, you cannot make your request later than the 15th of the month prior to the date you
wish your benefit payments to begin. You should log on or call as early as possible within the
60-day period to allow ample time for the Benefits Center to provide you with required
information, such as the payment options available to you, and your spouse's rights if you're
married.
To Begin Retirement Benefits Through YBR
To Begin Retirement Benefits Through the
Benefits Center
This can be a completely paperless procedure,
though you can print verification pages if you wish.
You don't need to sign, copy, or send anything
unless you're married and choose a form of
payment that requires spousal consent. Once you
decide to retire:
• Notify your Team Leader and Human
Resources.
• Update your address through @myHR
portal.
• Log on to YBR.
Once you decide to retire:
• Notify your Team Leader and Human
Resources.
• Update your address through @myHR
portal.
• Contact the Benefits Center.
• Update your e-mail address and mailing
address with the Benefits Center.
• Request your retirement kit.
• Make your pension elections.
Kimberly-Clark Corporation
30Your Salaried and Hourly Pension Plan (Kimberly-Clark Corporation)-March 2013
Kimberly-Clark Corporation
31Your Salaried and Hourly Pension Plan (Kimberly-Clark Corporation)-March 2013
To Begin Retirement Benefits Through YBR
To Begin Retirement Benefits Through the
Benefits Center
• Update your e-mail address and mailing
address on YBR.
• Click the "My Wealth" tab.
• On the drop-down menu, select "Retire
Now."
• Follow the instructions on the screen.
• Return the required paperwork to the
Benefits Center.
Your authorization to begin your retirement benefits
must be in writing on a Pension Election
Authorization Form (PEA) furnished to you by the
Benefits Center. You must sign the form, and in
some cases it must also be signed by your spouse
and witnessed by a notary public. Your pension
election isn't complete until you provide all the
information required to process it.
If you initiate your retirement—either through a Benefits Center representative or online through
YBR—and you choose a form of payment that requires spousal consent, you'll need to return the
appropriate paperwork to the Benefits Center based on the time frame specified in the
documentation you receive. If you fail to return the signed PEA within the required time period, or
the information is incomplete, the form won't be valid and you'll need to contact the Benefits
Center to start the process over with a later Benefit Commencement Date (BCD).
If applicable, you must return the completed form by:
• The later of the BCD; or
• The earlier of:
o Your initial call date plus 60 days; or
o The last day of the month of your BCD.
If you're eligible to retire and you elect a BCD and then die within 60 days prior to the BCD, your
surviving spouse will receive the greater of the Joint and Survivor Annuity you elected or the Pre-
Retirement Survivor Benefit. If you're single, benefits are paid according to your pension election.
If you're required to return paperwork to the Benefits Center and you do so by the 10th of the
month prior to your BCD, you'll receive a payment on your BCD. If the paperwork is returned after
the 10th of the month but prior to the BCD and within the specified time frame, the first payment
will be on the first of the month following your BCD with a retroactive payment to your BCD.
Survivor Benefits
You should request that someone notify the Kimberly-Clark Benefits Center, as soon as possible,
upon your death. If a survivor option was available under the Plan at retirement and was elected,
the Benefits Center will attempt to notify the designated survivor of the amount of the benefit and
the length of time it will be paid.
The Benefits Center will send the required forms and instructions. The survivor must complete an
application for the survivor benefit and may be asked to provide additional information.
Kimberly-Clark Corporation
32Your Salaried and Hourly Pension Plan (Kimberly-Clark Corporation)-March 2013
Claims Procedures
Filing a Claim for a Pension Benefit
Most pension benefits are initiated by calling the Kimberly-Clark Benefits Center. Most pension
initiation calls are handled on a routine basis. However, if an issue arises that you can't resolve
with the Benefits Center, you or your beneficiary may file a claim for a pension benefit. To file a
claim, contact the Benefits Center and request a Claim Initiation Form. The form will be sent to
you by postal mail or secure e-mail, whichever you prefer. The form needs to be completed and
returned to the address provided on the form in order for the claim to be researched and
reviewed.
If the claim is denied, you or your beneficiary will generally receive a written notice within 90 days
(45 days for disability benefit claims) of receipt of the claim. The notice will explain the specific
reason for the denial and give you a time frame for providing additional information if the claim is
denied based on incomplete information.
If additional time is required to make a decision, you or your beneficiary will be notified of the
delay within 90 days (45 days for disability benefit claims). This notice will indicate the special
circumstances requiring the extension and the date by which a decision is expected. For claims
other than disability, this extension period may not exceed 90 days beyond the end of the first
90-day period. For a disability claim, this extension may be for 30 days. If another extension is
necessary due to circumstances beyond the Committee's control, another 30-day extension may
be needed. You'll receive notice within the original 30-day extension. The extensions may not
exceed 60 days beyond the first 45-day period.
If You Want to Request a Review of a Denied Claim
Claims for Benefits Other Than Disability Benefits
You or your beneficiary may request a review of a denied claim by writing to the Benefits
Administration Committee (Committee) at the address shown under the "Administrative
Information" section. You must make the appeal within 60 days after you receive the notice that
the claim has been denied.
You may submit with your appeal any additional written comments, documents, records, and
other information relevant to your claim. Upon your request, you'll have reasonable access to,
and copies of, all documents, records, and information relevant to your claim free of charge. If
you decide to appeal, the review will take into account all information in the claim file and any new
information submitted to support the appeal.
The Committee will give the appeal a complete review and provide a written decision, including
reasons, generally within 60 days.
Kimberly-Clark Corporation
33Your Salaried and Hourly Pension Plan (Kimberly-Clark Corporation)-March 2013
If there are special circumstances requiring an extension of time, you or your beneficiary will
receive a notice within 60 days of receiving the appeal indicating the decision will be delayed. A
final decision will be made within 120 days of receiving the appeal.
Claims for Disability Benefits
Any appeal for claims relating to disability benefits must be made within 180 days after your
receipt of the notice of denial of your application. You may submit with your appeal any additional
written comments, documents, records, and other information relevant to your claim. Upon your
request, you'll have reasonable access to, and copies of, all documents, records, and information
relevant to your claim free of charge. If you decide to appeal, the review will take into account all
information in the claim file and any new information submitted to support the appeal. The review
will be conducted by a Subcommittee of the Committee not involved in the initial denial, and who
is not subordinate to those involved in the original decision. The initial denial won't be taken into
consideration by the Subcommittee when your claim is reviewed during appeal.
Prior to June 1, 2006, to the extent that medical judgment was required, the Subcommittee would
consult with a health care professional who had appropriate training and experience in the field of
medicine; who was not consulted in the initial denial of benefit; and was not a subordinate of the
health care professional who was consulted in the initial benefit denial. As of June 1, 2006, the
Disability Insurance Benefit award letter confirms your disability; thus, no medical judgment is
required.
Your appeal will be given a full and fair review and a written decision, including reasons, will
generally be provided within 45 days. However, if special circumstances require a further
extension of time in processing your appeal, you'll receive a written notice within 45 days of
receipt of your appeal indicating the decision will be delayed. A final decision will be made within
90 days of the receipt of your appeal.
After you've exhausted these claim and appeals procedures, you have the right in the case of an
adverse determination to bring a civil action under Section 502(a) of the Employee Retirement
Income Security Act of 1974 (ERISA). No action at law or equity shall be brought to recover
benefits under the Plan until the appeal rights herein provided have been exercised and the
benefits requested in such appeal have been denied in whole or in part. (In other words, you must
complete the claims and appeals procedures as outlined above before you can bring a suit
against the Plan.)
Kimberly-Clark Corporation
34Your Salaried and Hourly Pension Plan (Kimberly-Clark Corporation)-March 2013
When Benefits Are Not Paid
If You Work Past Age 65
Normal retirement age is the later of:
• Age 65: or
• The age at which you complete five years as a participant in the Plan.
If you're eligible for a benefit and you continue to work at K-C past age 65, you won't receive a
monthly retirement benefit in a given month, while you're working, unless you worked less than
40 hours in that month.
Suspension of Benefits
Prior to October 5, 2012, if you were rehired after retirement and in the month that you returned
you worked more than eight full or partial days (exempt) or 40 hours (non-exempt) for full-time
employees, the Plan suspended your monthly retirement benefit.
Upon a subsequent retirement, the Plan recalculated your retirement allowance based on the
payments you received prior to re-employment. The Plan divided the total of those payments by
an Immediate Annuity Factor based on:
• The Plan's actuarial equivalence; and
• Your age at the subsequent retirement date.
The frozen (or total) unreduced benefit was then offset by this value to derive the new unreduced
retirement allowance. This retirement allowance was reduced and optional forms derived from the
Plan's rules, excluding any periodic payments made after you turned age 65 for any month in
which you accumulated less than 40 hours worked.
You may have received additional credit for your earnings after you were rehired. However, the
Plan reduced any credit for the additional earnings to reflect the value of benefit payments you
may have previously received from the Plan. No additional service or earnings after
December 31, 2009 are used in the recalculation.
If you're a Kimberly-Clark retiree and are rehired on or after October 5, 2012, your pension
benefit payments won't be suspended regardless of your work schedule.
No payment will be suspended under the Plan without your first receiving notice in person or by
first class mail.
Kimberly-Clark Corporation
35Your Salaried and Hourly Pension Plan (Kimberly-Clark Corporation)-March 2013
When Benefits Must Be Paid
By Age 70½ or When You Retire
Federal law generally requires that your retirement benefit begin no later than April 1 of the
calendar year following the year you (whichever occurs later):
• Attain age 70½; or
• Retire.
If you fail to file an application for benefits with the Kimberly-Clark Benefits Center (see "Applying
for Retirement Benefits" under the "Applying for Benefits" section) prior to that time, you may be
subject to Federal tax penalties.
In case you retire after attaining age 70½, your retirement benefit will be actuarially increased in
the manner specified by the Plan to take into account the period of time after age 70½ that you
didn't receive payment.
Kimberly-Clark Corporation
36Your Salaried and Hourly Pension Plan (Kimberly-Clark Corporation)-March 2013
Plan Information
When the Plan May Be Amended or Terminated
K-C expects the Plan to continue indefinitely. However, the Company reserves the right to make
changes to and even discontinue the Plan. If the Board of Directors were to terminate the Plan or
designate a partial termination with respect to a specific group of employees, each employee with
an accrued benefit, whose participation in the Plan was discontinued as a result of the termination
or partial termination, would have a vested right to such benefit without the need for further
employment. In the event of a termination, assets will be allocated consistent with the Employee
Retirement Income Security Act of 1974 (ERISA) and any remaining asset value shall be returned
to K-C.
How Benefits May Be Taxed
Any retirement benefits you receive from the Plan are subject to Federal income tax. Federal
taxes are withheld from your benefit payments unless you choose no withholding. Your benefit
payments may also be subject to state income tax and applicable withholding. You may change
your tax withholding on YBR or over the phone.
Benefits Administration Committee
The Benefits Administration Committee (Committee) is established to act in certain matters
regarding the Plan. As part of its duties, the Committee interprets the Plan, adopts rules and
procedures for operating the Plan and handling claims, decides questions of eligibility for
participation, and directs payments under the Plan. The Committee may delegate any of these
functions to a third party. The Committee shall exercise its powers in its sole discretion.
How Benefits Are Guaranteed
Your pension benefits under this Plan are insured by the Pension Benefit Guaranty Corporation
(PBGC), a Federal insurance agency. If the Plan terminates (ends) without enough money to pay
all benefits, the PBGC will step in to pay pension benefits. Most people will receive all of the
pension benefits they would have received under their plan, but some people may lose certain
benefits.
Kimberly-Clark Corporation
37Your Salaried and Hourly Pension Plan (Kimberly-Clark Corporation)-March 2013
The chart below highlights the instances the PBGC Guarantee generally covers.
Does the PBGC Guarantee
Generally Cover?
Yes No
Normal and early retirement benefits X
Disability benefits if you become disabled before the Plan
terminates
X
Certain benefits for your survivors X
Benefits greater than the maximum guaranteed amount set by law
for the year in which the Plan terminates
X
Some or all of benefit increases and new benefits based on Plan
provisions that have been in place for fewer than five years at the
time the Plan terminates
X
Benefits that aren't vested because you haven't worked long
enough for the Company
X
Benefits for which you haven't met all of the requirements at the
time the Plan terminates
X
Certain early retirement payments (such as supplemental benefits
that stop when you become eligible for Social Security) that result in
an early retirement monthly benefit greater than the monthly benefit
at the Plan's normal retirement age
X
Non-pension benefits, such as health insurance, life insurance,
certain death benefits, vacation pay, and severance pay
X
Kimberly-Clark Corporation
38Your Salaried and Hourly Pension Plan (Kimberly-Clark Corporation)-March 2013
Even if certain of your benefits are not guaranteed, you may still receive some of those benefits
from the PBGC depending on how much money your Plan has and on how much the PBGC
collects from employers. For more information about the PBGC and the benefits it guarantees,
ask your Plan Administrator or contact:
PBGC
Technical Assistance Division
1200 K Street N.W., Suite 930
Washington, DC 20005-4026
Telephone: 800-400-7242
TTY/TDD users may call the Federal relay service toll-free at 800-877-8339 and ask to be
connected to 800-400-7242. Additional information about the PBGC's pension insurance program
is available through the PBGC's Web site at pbgc.gov.
Plan Costs
The Plan is paid by K-C and the subsidiary companies that provide benefits under the Plan. An
independent actuary determines the amount of the Company's contributions to the Kimberly-Clark
Retirement Trust from which benefits are paid. The actuary's calculations include such factors as:
• Age, date of hire, and pay of each person covered by the Plan;
• Estimated earnings on the assets of the trust; and
• Assumed rates of termination, deaths of employees, and ages at retirement.
Once the Company makes the contributions to the trust, the assets must be used to pay benefits
to participants and their beneficiaries and the reasonable expenses of the Plan. No part of the
assets may be returned to the Company unless the Plan is terminated and all liabilities under the
Plan have been satisfied.
If the Plan Is Underfunded
Under the Pension Protection Act (PPA) of 2006, certain limits on benefit payments and benefit
accruals apply if the Plan falls short of funding targets established by the PPA (also called
"underfunded"). K-C will notify you if these benefit restrictions apply.
Mergers, Consolidations, or Transfers
If the Plan is merged or consolidated or if Plan assets are transferred to another plan, your
current accrued pension benefit will be protected. Your accrued pension under the new plan, if
that plan were to terminate immediately after the change, would at least equal the amount you
would be entitled to receive if the current pension plan had been terminated just before the
change.
Kimberly-Clark Corporation
39Your Salaried and Hourly Pension Plan (Kimberly-Clark Corporation)-March 2013
Transfer of Benefits/Qualified Domestic Relations Order (QDRO)
You may not transfer, assign, or encumber your benefit from the Plan in any way. The only
exceptions are a Federal tax levy or a Qualified Domestic Relations Order (QDRO). A QDRO is a
court order, like a divorce decree or child support order, that requires the Plan to pay a portion of
your retirement benefit to an alternate payee such as a former spouse or dependent. The court
order must contain certain information and satisfy certain requirements to be a qualified order.
You may obtain, without charge, a copy of the Plan's QDRO procedures by calling the Kimberly-
Clark Benefits Center.
Limitation on Benefits
A legal limit is placed on the amount of annual retirement benefit an employee may receive from
the Plan in a calendar year. This limitation will affect only a limited number of employees. The
legal limit may be adjusted by the IRS each year.
If it's determined the Plan did not satisfy the requirements of certain non-discrimination tests
required in the Internal Revenue Code, vesting could be accelerated, minimum benefits could
become payable to certain employees, and the benefit levels of certain highly paid employees
may be limited.
Right of Recovery
The Plan retains a right of recovery for benefits paid in excess of Plan rules. If at any time it's
determined that the benefit payments made to you or your beneficiary are more than the amount
to which you or your beneficiary is entitled, you or your beneficiary will be required to repay the
overpayment in either a lump sum or through reduced future benefits.
Kimberly-Clark Corporation
40Your Salaried and Hourly Pension Plan (Kimberly-Clark Corporation)-March 2013
Administrative Information
Plan Details
This SPD is intended to meet the requirements of the Employee Retirement Income Security Act
of 1974 (ERISA), as amended. It covers the principal aspects of the Kimberly-Clark Corporation
Pension Plan as it applies to the eligible classes of employees listed in this SPD. The following
chart highlights details of the Plan.
Plan Detail Description
Plan Name
Kimberly-Clark Corporation Pension Plan
Plan Type
The Plan described in this SPD is considered to be a self-
administered defined benefit pension plan as that term is used by
the Department of Labor (DOL). It's designed to qualify under the
Internal Revenue Code of 1986, as amended, and meet the legal
requirements for such plans established under ERISA. The Plan,
therefore, is designed to meet ERISA rules relating to reporting and
disclosure, participation and vesting, funding, and fiduciary
responsibility.
If you have any questions or you need further information about the
Plan, contact the Kimberly-Clark Benefits Center. A copy of the Plan
document can be obtained from the Plan Administrator. A
reasonable fee may be charged for the copies.
Plan Number
001
Employer Identification Number
39-0394230 (assigned by the Internal Revenue Service to the Plan
Sponsor)
Plan Year
January 1 - December 31
Plan Sponsor and Plan
Administrator
Kimberly-Clark Corporation
Employee Benefits Department
P.O. Box 59051
Knoxville, TN 37950-9051
865-541-7000
Kimberly-Clark Corporation
41Your Salaried and Hourly Pension Plan (Kimberly-Clark Corporation)-March 2013
Kimberly-Clark Corporation
42Your Salaried and Hourly Pension Plan (Kimberly-Clark Corporation)-March 2013
Plan Detail Description
Benefits Administration
Committee
Kimberly-Clark Corporation
Benefits Administration Committee
P.O. Box 59051
Knoxville, TN 37950-9051
Benefits Administrator
Kimberly-Clark Benefits Center
4 Overlook Point
P.O. Box 1497
Lincolnshire, IL 60069-1497
800-551-2333
Agent for Service of Legal
Process
Legal process should be directed to:
General Counsel
Kimberly-Clark Corporation
World Headquarters
351 Phelps Drive
Irving, TX 75038
Service of process may also be made upon the Plan Trustee.
Plan Trustee
The Bank of New York Mellon
One Mellon Center AIM 151-1550
Pittsburgh, PA 15258-001
Employment Rights Not Guaranteed
Your participation in the Plan doesn't give you the right to be retained in employment with the
Company or its affiliates or subsidiaries, nor does it interfere with the right of the Company to
discharge or terminate you without regard to the effect the termination would have on your rights
under this Plan.
Change of Address
It's your responsibility to notify K-C of any change in your mailing address. K-C isn't responsible
for correspondence or Plan payments that are delayed or don't reach you because your address
isn't correct.
For your own protection, an address change must either be made by you on the K-C intranet or
submitted in writing to the K-C HR Contact Center.
Active Employees
K-C uses your address as it appears with the K-C HR Contact Center for all mailings concerning
your benefits.
If you have access to the K-C intranet, change your address online.
If you don't have access to the K-C intranet but you do have access to e-mail, send an e-mail to
[email protected]m and request that an address change be made for you.
If you don't have access to the K-C intranet or to e-mail, fax your new address to the K-C HR
Contact Center at 866-386-4645 or mail it to Kimberly-Clark Services, PO Box 696086, San
Antonio, TX 78269.
Terminated/Retired Participants, QDRO Alternate Payees, and Beneficiaries
K-C uses your preferred mailing address as it appears in your personal information records at the
Kimberly-Clark Benefits Center for all mailings concerning your benefits. To update your preferred
mailing address, access Your Benefits Resources (YBR) or call the Kimberly-Clark Benefits
Center.
Kimberly-Clark Corporation
43Your Salaried and Hourly Pension Plan (Kimberly-Clark Corporation)-March 2013
Contact Information
Your Resources for Benefits Information
The Company offers you the following ways to access benefit information:
• Your Benefits Resources (YBR) Web site;
• The Kimberly-Clark Benefits Center; and
• YBR Mobile from your smart phone (iPhone version iOS4.1+, Android version 2.1+,
BlackBerry version OG6+) at resources.hewitt.com/kcc.
Your Benefits Resources (YBR) Web Site
You can look for benefit information, make your benefit elections, and complete most benefit
transactions using YBR at resources.hewitt.com/kcc. Even if you don't have Internet access at
work, you can connect directly to YBR from your home computer. YBR is generally available
24 hours a day, seven days a week (except for the third Sunday of the month when the Web site
isn't available between 2 am and 1 pm ET).
As a first-time YBR user, you need to register as a new user and set up a User ID and password
for future YBR access. You'll also have the opportunity to answer security questions, which will
enable you to access your information in the future if you forget your password. You can even
enter a hint to help you remember your password. The password is required for your protection,
and it's important for you to keep your password confidential so no one else can access your
information.
Paperless Delivery of Benefits Communication
Paperless delivery is one of the easiest and best ways to ensure secure and timely delivery of
your benefits communication. For salaried participants, paperless delivery is automatic. For
production participants, an election must be made through YBR to receive documents
electronically. For electronic delivery, these communications (with a few exceptions) will be
delivered to your YBR Secure Mailbox, posted to YBR, or e-mailed to your preferred e-mail
address. The K-C Corporate e-mail is the default. To review and update your e-mail, log on to
YBR and click on Your Profile, then select Personal Information.
Password Reset
If you attempt to log on with an invalid password more than five times over any period
unsuccessfully, you'll lock your account. You won't be able to access your information or use YBR
until you request and receive a new password. If you have an e-mail address on file prior to
requesting a password reset, your temporary password can be sent to you via e-mail. Otherwise,
your temporary password is mailed to you (allow seven to 10 business days for receipt).
Kimberly-Clark Corporation
44Your Salaried and Hourly Pension Plan (Kimberly-Clark Corporation)-March 2013
Kimberly-Clark Corporation
45Your Salaried and Hourly Pension Plan (Kimberly-Clark Corporation)-March 2013
You can change your password any time on YBR. Log on using your existing password and
choose Log On Information from the Your Profile tab on the YBR Home page. If you don't have
Internet access, you can change your password by calling the Kimberly-Clark Benefits Center.
Internet Security
The YBR Web site conforms to Kimberly-Clark's computer security standards for Internet
applications. This Web site takes special care to maintain the privacy of your personal and
benefits data. All data is encrypted to minimize the risk of eavesdropping, tampering, and forgery
over the Internet.
Kimberly-Clark Benefits Center
If you don't have access to a computer, you can call the Kimberly-Clark Benefits Center at
800-551-2333 and use the automated telephone system to make benefit inquiries and simple
requests or you can speak to a Benefits Center representative. Benefits Center representatives
are available from 9 am to 5 pm ET, Monday through Friday, except holidays. Dial 718-354-1340
outside the U.S. and Canada. Hearing impaired callers should call their local Hearing Impaired
Relay Service for assistance in calling the Benefits Center.
Like calls to other customer service centers that process financial transactions, the calls to the
Benefits Center are recorded for quality assurance.
Contacting the Benefits Center by Phone
Phone Number Benefits Center Hours
United States and Canada
800-551-2333 (toll-free)
International
718-354-1340 (not toll-free)
Hearing Impaired
Your local Hearing Impaired Relay
Service
9 am to 5 pm ET, Monday through
Friday, except holidays
Benefits Center Holiday Schedule
*
• New Year's Day
• Memorial Day
• Independence Day
• Labor Day
• Thanksgiving Day
• Christmas Day
*
Other holidays may be scheduled in addition to those listed.
Your Rights Under ERISA
Receive Information About Your Plan and Benefits
The Plan adheres to the requirements under the Employee Retirement Income Security Act of
1974 (ERISA), as amended. As a participant in the Plan, you're entitled to certain rights and
protections under ERISA. ERISA provides that all Plan participants be entitled to the following:
• Examine, without charge, at the Plan Administrator's office and other specified locations,
such as worksites, all documents governing the Plan. These may include insurance
contracts and a copy of the latest annual report (Form 5500 Series) filed by the Plan with
the U.S. Department of Labor and available at the Public Disclosure Room of the
Employee Benefits Security Administration (EBSA) at:
Public Disclosure Room
Employee Benefits Security Administration
U.S. Department of Labor
200 Constitution Avenue, NW, Room N 15
Washington, D.C. 20210
• Obtain, upon written request to the Plan Administrator, copies of documents governing
the operation of the Plan, including insurance contracts, copies of the latest Form 5500
annual report, and an updated SPD. The Plan Administrator may make a reasonable
charge for the copies.
• Examine the annual report and receive a copy of it upon request.
• Obtain a statement telling you whether you have a right to receive a pension at normal
retirement age (age 65) and, if so, what your benefits would be at normal retirement age
if you stop working under the Plan now. If you do not have a right to a pension, the
statement will tell you how many more years you have to work to get a right to a pension.
This statement must be requested in writing and is not required to be given more than
once every 12 months. The Plan must 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 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 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 ERISA
rights.
Kimberly-Clark Corporation
46Your Salaried and Hourly Pension Plan (Kimberly-Clark Corporation)-March 2013
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 your ERISA rights. For instance:
• If you request a copy of Plan documents or the latest annual report from the Plan and
don't 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 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 Plan Administrator's control.
• If you have exercised your appeal rights herein provided and your claim for benefits is
denied or ignored—in whole or in part—you may file suit in a state or Federal court. No
action at Law or Equity shall be brought to recover under the Plan until the appeal rights
herein provided have been exercised and the Plan benefits requested in such appeal
have been denied in whole or in part.
• If you disagree with the Plan's decision or if the Plan doesn't respond to your request
concerning the status of a Qualified Domestic Relations Order (QDRO), you may file suit
in a Federal court.
• If it should happen that Plan fiduciaries misuse the Plan's money or if you're
discriminated against for asserting your ERISA rights, you may seek assistance from the
U.S. Department of Labor, or you may file suit in a Federal court.
• If you file suit against the Plan, the court decides who should pay court costs and legal
fees. If you're successful, the court may order the person you've 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 the Plan, 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, contact the nearest office of the Employee
Benefits Security Administration (EBSA), 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
Kimberly-Clark Corporation
47Your Salaried and Hourly Pension Plan (Kimberly-Clark Corporation)-March 2013
You may also obtain certain publications about your rights and responsibilities under ERISA by:
• Calling the publications hotline of the EBSA at 866-444-3272;
• Logging on to the Internet at www.dol.gov/ebsa; or
• Contacting the EBSA field office nearest you.
Kimberly-Clark Corporation
48Your Salaried and Hourly Pension Plan (Kimberly-Clark Corporation)-March 2013
Kimberly-Clark Corporation
49Your Salaried and Hourly Pension Plan (Kimberly-Clark Corporation)-March 2013
Appendix
Eligibility Chart
Employers and employees eligible to participate in the Kimberly-Clark Corporation Pension Plan.
Employers Participating Employee Groups
Avent, Inc. All exempt salaried employees
Kimberly-Clark Corporation All salaried employees, and non-organized hourly employees at the
Beech Island, Berkeley, and New Milford facilities
Kimberly-Clark Financial Services,
Inc.
All salaried employees
Kimberly-Clark Global Sales, LLC All salaried employees (effective January 1, 2003 for those in this
schedule on December 31, 2002)
Kimberly-Clark International
Services Corporation
All salaried employees
Kimberly-Clark Pennsylvania, LLC All salaried employees (effective January 1, 2003 for those in this
schedule on December 31, 2002)
Kimberly-Clark Worldwide, Inc. All salaried employees
Kimberly-Clark Printing Technical
Paper, Inc.
All salaried employees
Kimberly-Clark Michigan, Inc. All salaried employees (effective January 1, 2003 for those in this
schedule on December 31, 2002)
Kimberly-Clark Services, Inc. All salaried employees (effective April 1, 2007 for those in this
schedule on March 31, 2007)
Please Note: Eligible groups only include employees hired before January 1, 1997 (before January 1, 1995
for Scott heritage employees).
IMS #121104
