DELUXE CORPORATION 401(k) AND PROFIT SHARING PLAN SUMMARY PLAN

DELUXE CORPORATION 401(k) AND PROFIT SHARING PLAN

SUMMARY PLAN DESCRIPTION

March 1, 2016

160324:1121

INFORMATION IN THIS SUMMARY INTRODUCTION ............................................. 1

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

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

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

YOUR CONTRIBUTIONS AND YOUR EMPLOYER CONTRIBUTIONS ..................... 5

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

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

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

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

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

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

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

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

PLAN AMENDMENT AND TERMINATION ............................................. 25

WHO TO CONTACT: THE PLAN ADMINISTRATOR, PLAN SPONSOR, TRUSTEE AND RECORDKEEPER .............. 25

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

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

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

ABOUT THIS SUMMARY This booklet is a summary of the Deluxe Corporation 401(k) and Profit Sharing Plan (the “Plan”). It describes the general operation of the Plan and outlines your rights and obligations under the Plan. It is, however, only a summary. It does not describe every Plan feature, nor is it used to administer the Plan.

The Plan’s official terms are in the Plan document entitled “Deluxe Corporation 401(k) and Profit Sharing Plan (2014 Restatement),” along with any amendments to that document. The plan administrator will only use the official Plan document to administer the Plan and resolve any disputes. If there is a discrepancy between this Summary and the Plan document, the Plan document will control.

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A summary cannot give all the details, and the details may affect your benefits. You must read the Plan document to gain a complete understanding of the Plan. If you have questions about the Plan, you should contact the Human Resources Department.

INTRODUCTION We all look forward to the day we can retire. We plan to take trips, have more time for hobbies, or pursue our dreams. The Deluxe Corporation 401(k) and Profit Sharing Plan can help you achieve your retirement goals.

The Plan allows you to contribute a portion of your pay to a pre-tax 401(k) account, an after-tax Roth 401(k) account, or both. The Plan also allows your Employer to make matching contributions and profit sharing contributions. The Plan also includes the Deluxe Corporation Defined Contribution Pension Plan’s money purchase pension account (the “pension account”) and retiree health account that were merged into the Plan on December 31, 2013.

You choose how to invest your contributions, your matching contributions, your profit sharing contributions and your pension account.

The following is a list of some terms used in this Summary:

• Accounts. Your contributions, any employer contributions, and other contributions (such as rollover contributions) are held in separate accounts within your account for bookkeeping purposes. Your pension account is included in your account. The retiree health account is not included in your account.

• Committee. The group of people who administer the Plan, unless the Employer has appointed someone else to administer the Plan.

• Employer. The “Employer” is Deluxe Corporation (“Deluxe”) or any affiliate of Deluxe that is a participating employer

under Schedule I of the Plan. A profit center is a substantially integrated economic unit of an Employer that Deluxe recognizes as a separate profit center for internal bookkeeping purposes and which is designated under Schedule I of the Plan.

• Employer Contributions. The Employer will make matching contributions equal to a portion of your contributions. The Employer may also make profit sharing contributions to the Plan for eligible participants. The Employer discontinued pension contributions effective for all years beginning on or after January 1, 2011.

• Participant. You become a participant in the Plan once you satisfy the Plan’s eligibility requirements.

• Vested. “Vested” refers to how much of the balance in your account that you own. You are “100% vested” in your account in the Plan at all times (except for some transfer accounts).

• Year. The term “year” generally refers to a “Plan Year.” A “Plan Year” is the 12-month calendar year.

Did you know?

The summary uses a number of terms, such as “pay” and “year” in the place of more formal terms (“Recognized Compensation” and “Plan Year”) defined in the Plan document. We do this to make the Summary easier to read. The Plan document’s defined terms, however, not the Summary’s terms, are used to administer the Plan. See the Plan for details.

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WHY CONTRIBUTE TO THE PLAN? The amounts you contribute to a pre-tax 401(k) account are not subject to federal or state income tax at the time you make the contributions. Your contributions (and investment earnings) are not taxed until you withdraw them, so your benefit is able to accumulate tax-deferred until that time.

Example

Suppose you decide to receive $1,000 in pay rather than contribute it to a pre-tax 401(k) account. Also suppose you pay income tax at the 25% federal income tax rate and at a 5% state income tax rate. You will pay $300 of the $1,000 in income taxes. After deducting social security and Medicare taxes, your net take home pay would be approximately $623.

In contrast, if you contribute the $1,000 to a pre-tax 401(k) account, only the social security and Medicare taxes are withheld. You will contribute $923 to your retirement savings.

The amounts you contribute to a Roth 401(k) account are subject to federal and state income at the time you make the contributions. However, these Roth 401(k) contributions (and investment earnings) are generally not taxed when you withdraw them.

In addition to the advantages of tax-deferred or tax-free growth through making pre-tax 401(k) or Roth 401(k) contributions, respectively, you will be eligible to receive matching contributions. See the section on contributions for more details.

ELIGIBILITY Eligibility for New Employees

Eligibility for 401(k) Contributions. To initially become a participant eligible to make pre-tax 401(k) and Roth 401(k) contributions, you must:

• be classified by an Employer as being in Recognized Employment,

• be regularly scheduled to work 1,000 hours a year, and

• complete 30 days of service if you are hired on or after January 1, 2010.

If you satisfy these requirements, you become eligible to make contributions to the Plan on the day after you complete 30 days of service.

If you are not regularly scheduled to work at least 1,000 hours a year, you become eligible to make contributions on the January 1, April 1, July 1, or October 1 after you complete at least one year of service (if you are employed in Recognized Employment).

Eligibility for Employer Contributions. To initially become eligible to receive Employer matching contributions and to become eligible to qualify for any Employer profit sharing contributions, you must:

• be classified by an Employer as being in Recognized Employment, and

• have completed one year of service.

If you satisfy these requirements, you become eligible to receive Employer matching contributions and to qualify for any Employer profit sharing contributions (in accordance with the rules discussed on pages 7 and 8) on the next “entry date.” The entry dates are January 1, April 1, July 1, and October 1. If you are not employed in Recognized Employment on the first entry date after you complete a year of service, you will become eligible to receive Employer matching contributions and to qualify

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for any Employer profit sharing contributions (in accordance with the rules discussed on pages 7 and 8) when you transfer to Recognized Employment.

If you were a participant in the Deluxe Corporation Defined Contribution Pension Plan as of December 31, 2010, you will continue to be a participant in the Plan with respect to your pension account. If you were not a participant in the Deluxe Corporation Defined Contribution Pension Plan as of December 31, 2010, you will not be eligible for a pension account.

Eligibility for Rehired Employees

If you were previously employed by Employer, you can enroll in the Plan again immediately after you are rehired and are classified in Recognized Employment. If you had previously completed a year of service, you will be eligible to receive Employer matching contributions and to qualify for any Employer profit sharing contributions. If you had not previously completed a year of service, you must first complete a year of service before you will become a participant eligible to receive Employer matching contributions and to qualify for any Employer profit sharing contributions.

The Employer discontinued pension contributions effective for years beginning on or after January 1, 2011. This means if you were previously a participant with a pension account, your employment ended and you are rehired after December 31, 2010, after you are rehired, you will not receive any pension contributions under the Plan.

Eligibility for Employees of an Acquired Company

Certain transition rules may apply to Plan eligibility, your contributions, matching contributions, profit sharing contributions, loans, and vesting if you were an employee of a company that was acquired by or merged with Deluxe or a Deluxe affiliate. If you have questions regarding your eligibility to participate in the Plan, contact the plan administrator.

Service

In general, “service” or “employment” means a period of time during which the Employer pays you as a common-law employee and provides you with a Form W-2. See the Plan for details regarding service for eligibility.

Hour of Service

In general, an “hour” or “Hour of Service” means any hour for which the Employer pays you as a common-law employee. If, however, your Employer does not keep track of the actual hours you work, you will be credited with 190 hours for each month that you work at least one hour for your Employer.

Eligibility Service

In general, a “year of service” or “Eligibility Service” means a year in which you work at least 1,000 hours (specifically, “Hours of Service”). Your service for eligibility begins to count as of your first day of work. If you have at least 1,000 hours (specifically, “Hours of Service”) in your first 12 months, you have a year of service. If you do not, you may become eligible by completing 1,000 hours during any calendar year beginning after your initial date of hire.

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Recognized Employment

The term “Recognized Employment” is defined in the Plan. In general, “Recognized Employment” means all workers classified by the Employer as employees for both payroll and personnel purposes. But this excludes service classified by the Employer as: (1) employment under a collective bargaining agreement unless that agreement expressly provides for the employee’s coverage; (2) employment as a nonresident alien; (3) employment in an Employer division or facility not in existence on January 1, 1997, unless the Committee designates such employees as eligible; (4) employment as a United States citizen or a United States resident alien outside the United States unless the Committee designates such employees as eligible; (5) employment as a temporary employee, (6) employment to the extent agreed in writing by the employee, and (7) employment of an individual who is a resident of Puerto Rico. Workers not classified by the Employer as employees for both payroll and personnel purposes are not in Recognized Employment, including, but not limited to, service as a leased employee, leased owner, leased manager, shared employee, shared leased employee, temporary worker, independent contractor, contract worker, agency worker, freelance worker, or other similar classification.

The Employer’s classification of you at the time of inclusion or exclusion in Recognized Employment is conclusive. Any uncertainty regarding your classification will be resolved by excluding you from Recognized Employment. See the Plan for details.

Example

Example: Alice starts full-time work in Recognized Employment on October 1, 2015. She completes 30 days of service on October 30, 2015. On October 31, 2015, she is a participant and eligible to make 401(k) contributions. She will be automatically enrolled to make pre-tax 401(k) contributions at the rate of four percent (4%) of pay beginning as soon as administratively possible on or after October 31, 2015, unless she declines to make 401(k) contributions, elects a different pre-tax 401(k) contribution rate, or elects to make Roth 401(k) contributions instead. Alice completes one year of service on September 30, 2016. On October 1, 2016, Alice becomes eligible to receive matching contributions and eligible to share in the profit sharing contribution for the year ending December 31, 2016 (if she qualifies as described on pages 7 and 8). Alice has no pension account.

Example: Harry starts work on July 9, 2014, in a job classification that is not in Recognized Employment (e.g., temporary employee). From July 9, 2014 through July 8, 2015, he works at least 1,000 hours. On October 29, 2015, he transfers to Recognized Employment. He then becomes a participant eligible to make 401(k) contributions and to receive matching contributions on October 29, 2015. He will be automatically enrolled to make pre-tax 401(k) contributions at the rate of four percent (4%) of pay beginning as soon as administratively possible after he receives the enrollment materials for the Plan, unless he declines to make 401(k) contributions, elects a different pre-tax 401(k) contribution rate, or elects to make Roth 401(k) contributions instead. He is also eligible to share in the profit sharing contribution for the year ending December 31, 2013 (if he qualifies as described on pages 7 and 8). Harry has no pension account.

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YOUR CONTRIBUTIONS AND YOUR EMPLOYER CONTRIBUTIONS Your Pre-tax 401(k) Contributions

If you are a participant, as defined under the “Eligibility” section, you may contribute a percentage of your pay each pay period to the Plan as “pre-tax 401(k) contributions.” This means that the amounts of these contributions are not included in your federal taxable income. These contributions are, however, subject to social security taxes. This means the contributions will not reduce your social security benefits.

You may enroll for pre-tax 401(k) contributions by calling Empower Retirement at 1-800-345-2345 or logging on to www.retireonline.com. Your Employer will begin taking the contributions out of your pay as of the first possible payroll period after your enrollment is processed. Your pre-tax 401(k) contributions will be credited to your pre-tax 401(k) account.

Automatic Enrollment for Newly Eligible Employees. When you are first eligible to become a participant in the Plan, you will receive a notice describing the automatic enrollment feature of the Plan. If you do not make a pre-tax 401(k) contribution election, you will be automatically enrolled to make pre-tax 401(k) contributions at the rate of 4% of your pay for each pay period beginning on the date you become a participant in the Plan, unless you affirmatively elect a different percentage, affirmatively decline to make pre-tax 401(k) contributions, or affirmatively elect to make Roth 401(k) contributions instead.

Automatic Enrollment for Rehired Employees. When you are rehired and you are classified in Recognized Employment, you can enroll in the Plan again immediately. You will receive a notice describing the automatic enrollment feature of the Plan. If you do not make a pre-tax 401(k) contribution election, you will be automatically enrolled to make pre-tax

401(k) contributions at the rate of 4% of your pay for each pay period beginning as soon as administratively possible after you receive such notice, unless you affirmatively elect a different percentage, affirmatively decline to make pre-tax 401(k) contributions, or affirmatively elect to make Roth 401(k) contributions instead.

Automatic Increase in Pre-tax 401(k) Contribution Rate. If you are automatically enrolled in the Plan, your pre-tax 401(k) contribution rate will automatically increase annually by two percent (2%) until the earlier of (i) your pre-tax 401(k) contribution rate equals fifteen percent (15%), or (ii) you affirmatively decline to have your pre-tax 401(k) contribution rate automatically increased. Generally, the automatic annual increase will occur as soon as administratively possible on or after March 1st of each year.

Empower Retirement will notify you of the automatic increase in your pre-tax contribution rate. If you do not want your pre-tax 401(k) contribution rate to increase, you may change your pre-tax 401(k) contribution rate and the automatic annual increase as of any subsequent business day. You may elect (1) to have your pre-tax 401(k) contribution rate increase by more than or less than two percent (2%) each year, (2) to continue the automatic two percent (2%) increase in your pre-tax 401(k) contribution rate after your pre-tax contribution rate equals fifteen percent (15%), (3) to have the automatic increase occur as of some other date, or (4) any combination of (1), (2) or (3). Such elections may be made by calling Empower Retirement at 1-800-345-2345 or logging on to www.retireonline.com.

Your Roth 401(k) Contributions

If you are a participant, as defined under the “Eligibility” section, you may also contribute a percentage of your pay each pay period to the Plan as “Roth 401(k) contributions.” The amounts of these contributions are included in your federal taxable income. However, your Roth 401(k) contributions (and investment earnings) are generally not taxed when you withdraw them.

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You may enroll for Roth 401(k) contributions by calling Empower Retirement at 1-800-345-2345 or logging on to www.retireonline.com. Your Employer will begin taking the contributions out of your pay as of the first possible payroll period after your enrollment is processed. Your Roth 401(k) contributions will be credited to your Roth 401(k) account.

Which Is Better For You?

Making a decision to contribute on a pre-tax 401(k) or Roth 401(k) basis is difficult. It is a personal decision that you have to make. We strongly urge you to seek qualified financial or tax advice as to what is likely to be the best for you given your personal circumstances.

Some factors that your financial or tax advisor may consider are your current federal and state tax rates and available tax credits, the length of time the money will be in the Plan, as well as predictions of future tax rates and your level of taxable income during retirement.

We will not provide tax or financial advice to you.

Change or Terminate 401(k) Contribution Rate.

You may change your pre-tax 401(k) and Roth 401(k) contribution rate as of any subsequent business day by making a new contribution election by calling Empower Retirement or logging on to www.retireonline.com. You may terminate your enrollment at the end of a payroll period by calling Empower Retirement or logging on to www.retireonline.com. If you terminate your enrollment, you may begin contributing again as of any subsequent payroll period.

Limits.

You may elect to contribute from 1% to 50% (in whole percentages) of your pay to your pre-tax and Roth 401(k) accounts. Although currently all participating Employers and profit centers permit the same percentages of pre-tax 401(k) and Roth 401(k) contributions by their

employees, the Plan provides that the permitted percentages of 401(k) contributions may vary among Employers and/or among profit centers. The percentages of permitted employee contributions may be changed from year to year.

Federal law has an annual limit (as adjusted for cost of living) on the total amount that you may contribute each year to your pre-tax and Roth 401(k) accounts, regardless of the percentage of pay you elect to contribute. The adjusted limit for 2016 is $18,000. This limit is reduced by the amount of any similar contributions you make to another employer’s retirement plan. To comply with federal law, it might be necessary from time to time to limit the maximum percentage of pay that may be contributed to the Plan.

Catch-Up Contributions

If you are a participant in the Plan and you will be age 50 or older during the year, you may be eligible to make additional 401(k) contributions known as “catch-up” contributions. Catch-up contributions will be deducted from your pay unless you elect otherwise. Your catch-up contributions will be credited to your pre-tax 401(k) and Roth 401(k) accounts, according to your elections for 401(k) contributions.

Eligibility for Catch-Up Contributions. To be eligible to make a catch-up contribution, you must satisfy the following two requirements: (1) you must be age 50 or older (if you will attain age 50 during the calendar year, then you satisfy this requirement), and (2) you must either contribute: (i) the maximum dollar amount of pre-tax and Roth 401(k) contributions permitted under federal law ($18,000 for 2016), or (ii) the maximum percent of your pay permitted under the Plan (50% of your pay).

Election. If you are eligible to make catch-up contributions, then catch-up contributions will be automatically deducted from your pay (at the same rate as your pre-tax 401(k) and Roth 401(k) contributions), unless you elect otherwise. If you want to change your contribution rate, or the designation of your contributions as pre-tax 401(k), Roth 401(k), or both, contact Empower Retirement at

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1-800-345-2345. You may contribute up to the dollar amount permitted under federal law for that particular year.

Limits. Federal law has an annual limit (as adjusted for cost of living) on the amount that you may contribute each year for catch-up contributions to your pre-tax and Roth 401(k) accounts. The adjusted limit for 2016 is $6,000.

This limit is reduced by the amount of any similar contributions you make to another employer’s retirement plan.

Recognized Compensation

In general, “pay” or “Recognized Compensation” means all wages, salary, and other compensation (before income and social security withholding taxes) the Employer pays you while you are in Recognized Employment and a participant. Recognized Compensation includes the amounts that would have been paid to you if you had not enrolled in the Plan and generally any other Employer retirement or “cafeteria” employee benefit plans. Recognized Compensation does not include (1) reimbursements or other expense allowances, (2) welfare and fringe benefits including third-party sick pay (including short-term and long-term disability insurance benefits), income imputed from insurance coverage and premiums and employee discounts (including discounts on stock purchases), (3) payments for vacation or sick leave accrued but not taken, (4) moving expenses, (5) deferred compensation, (6) cash incentives and bonuses, including spot, special and other similar kinds of one-time cash bonuses, (7) the value of any stock options, stock appreciation rights, restricted shares and units, and performance shares and units that you receive from your Employer, (8) nontaxable worker’s compensation payments, and (9) sales draw. Pay in excess of the annual compensation limit ($265,000 in 2016, and as adjusted for cost of living from time to time) is also excluded from Recognized Compensation. See the Plan for details.

Matching Contributions

Amount of Matching Contributions. The Plan provides that the matching contribution may vary among the Employers (or profit centers within an Employer). The amounts of the matching contribution may change from year to year.

If you are employed by two or more Employers (or profit centers within Employers) in a year, the amount of matching contributions you receive for the year by each Employer or profit center will be pro-rated for the pay you earned while employed by each Employer or profit center.

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Certain Employers (or profit centers within Employers) do not currently provide matching contributions. Prime Employee Payroll, QBF Employee Payroll, MHC Employee Payroll, USFI Employee Payroll, PDEC Employee Payroll, Image Distribution d/b/a Fontis Services, Financial Institutions Service Corporation, and AccuSource Solutions Corporation do not provide matching contributions.

If you are employed by an Employer or profit center that makes a matching contribution, and you are eligible to receive the matching contribution, the matching contribution will be based on the amount of your contributions. The matching contribution will be an amount equal to 100% of the first 1% of pay you contribute for each pay period, and 50% of the next 5% of pay you contribute for each pay period. In other words, your Employer will match $1 for each $1 you contribute up to 1% of pay, and $.50 for each $1 you contribute from 2% to 6% of pay, for a total of a 3.5% match when you defer 6% of pay.

Your catch-up contributions are not eligible for matching contributions. All matching contributions are credited to your employer matching account.

Eligibility for Matching Contributions. If you are a participant for employer contributions, as defined under the “Eligibility” section, you are eligible for matching contributions.

Example

Alice starts full-time work in Recognized Employment on August 1, 2014. Alice completes a year of service on July 31, 2015 and is eligible to receive matching contributions on October 1, 2015. If she has enrolled to make contributions, her share of the matching contributions for the year ending December 31, 2015, is based on her contributions during the period from October 1, 2015 to December 31, 2015.

Annual Top Off. If you are employed by an Employer or a profit center that has made

matching contributions for the year and at the end of the year, your matching contribution is less than 100% of the first 1% and 50% of the next 5% of pay that you contribute for that year and you worked at least 1,000 hours during the year, your Employer will make an end-of-year “top off” contribution so your total matching contribution for the year will be not less than 100% of the first 1% and 50% of the next 5% of pay that you contributed for the year. Your catch up contributions are not eligible for an end-of-year “top off” contribution. All top off contributions are credited to your employer matching account.

Profit Sharing Contributions

Amount of Profit Sharing Contributions. Each Employer (or profit center within an Employer) may make profit sharing contributions to the Plan in an amount determined by Deluxe. Generally, the amount of the profit sharing contribution, if any, will depend on the profitability of the Employer or profit center. The amount of each Employer’s profit sharing contribution may vary among Employers and/or among profit centers.

The amounts of the profit sharing contributions may be changed from year to year. Moreover, the Employer or profit center is generally not required to make a profit sharing contribution. If your Employer or profit center makes such a contribution and you qualify as described below, your share will be in the proportion that your pay bears to the total pay of all qualifying participants within your Employer or profit center unless you are employed by Financial Institutions Service Corporation. If you are employed by Financial Institutions Service Corporation, your profit sharing will be a contribution of 1% of compensation, regardless of profits and your proportion of pay to the total pay of all qualifying participants within Financial Institutions Service Corporation.

If you are employed by two or more Employers (or profit centers within Employers) in a year, the amount of profit sharing contributions you receive for the year by each Employer or profit center will be pro-rated for the pay you earned

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while employed by each Employer or profit center.

Certain Employers (or profit centers within Employers) do not currently provide profit sharing contributions. Currently, Prime Employee Payroll, QBF Employee Payroll, MHC Employee Payroll, USFI Employee Payroll, PDEC Employee Payroll, Image Distribution d/b/a Fontis Services, and AccuSource Solutions Corporation do not provide profit sharing contributions.

Eligibility for Profit Sharing Contributions. If you are a participant for employer contributions, as defined under the “Eligibility” section, to be eligible to receive a profit sharing contribution for a particular year, you must:

• be a participant for employer contributions by the last entry date of that year (i.e., by October 1) (once you are a participant, you do not have to meet this requirement again), and

• work at least 1,000 hours during that year.

The profit sharing contribution will be allocated to your employer profit sharing account.

Examples

Example: Mike starts full-time work in Recognized Employment on August 5, 2014. Mike completes a year of service on August 4, 2015, and he becomes a participant eligible to qualify for any Employer profit sharing contributions on October 1, 2015. If he works 1,000 hours during 2015, he will be eligible to share in the profit sharing contribution for that year. If his Employer or profit center makes a profit sharing contribution for 2015, his share of the profit sharing contribution will be based on his pay for the period from October 1, 2015 to December 31, 2015.

Example: Bob, a participant in the Plan, switches to part-time employment on January 1, 2015. He fails to work 1,000 hours during 2015. Bob is not eligible to share in the profit sharing contribution for 2015, because he did not work at least 1,000 hours during 2015. On January 1, 2016, Bob switches back to full-time employment and works more than 1,000 hours during 2016. If Bob’s Employer or profit center makes a profit sharing contribution for 2016, Bob will share in the profit sharing contribution based on his pay for 2016.

Example: Sara, a participant in the Plan, is employed in Recognized Employment on January 1, 2015, but she is transferred to a job classification that is not Recognized Employment (e.g., temporary employee) on July 1, 2015. Sara works 1,000 hours during 2015. If Sara’s Employer or profit center makes a profit sharing contribution for 2014, Sara will be eligible to share in the profit sharing contribution based on her pay from January 1, 2015 to June 30, 2015. Any pay Sara receives while employed as a temporary employee is not included in her pay for the year’s profit sharing contribution.

Rollover Contributions

You may have an account balance from another employer’s qualified plan. Subject to the approval of the Committee, when you are eligible to make 401(k) contributions under the Plan, you may roll over all or a portion of your

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account from the other plan to this Plan without paying any income tax on it. Rolling over your other account lets you consolidate your retirement savings in one place and continue to defer taxes on it until you take it out. The rules governing rollovers are complex and there may be reasons that the Plan would not accept your rollover.

To qualify, a rollover must:

• be from a qualified plan, such as a 401(k) plan, a section 403(b) tax-sheltered annuity plan, a governmental 457(b) plan or an individual retirement account,

• be payable to you as an employee of a former employer, as a beneficiary of a deceased spouse’s plan, or an alternate payee of a divorced spouse’s plan,

• be an eligible rollover distribution as defined under the Internal Revenue Code, and

• not contain distributions of after-tax contributions, except for designated Roth contributions or earnings.

Designated Roth contribution rollovers must be made in a direct rollover from your prior employer’s plan, and the prior plan administrator must provide specific information to Empower regarding the length of time the Roth account was held under that plan and the portion of the account that reflects Roth contributions and earnings.

Only cash rollovers are accepted. Your rollover contribution will be credited to a separate rollover account, which is 100% vested. If you wish to make a rollover, contact Empower Retirement.

Employer Pension Contributions

The Employer discontinued pension contributions effective for years beginning on or after January 1, 2011. This means you will not receive any pension contributions under the Plan for years beginning on or after January 1, 2011.

Pension contributions prior to that time were credited to your pension account.

Special Rules for Contributions

Benefit Limitations Required by Law. Federal law limits the amount that may be contributed to your accounts, the “annual addition,” each year. The maximum annual addition to your accounts for any year cannot exceed the lesser of 100% of your pay for the year or $53,000 for 2016 (as adjusted for cost of living from time to time). Annual addition includes all your contributions (excluding any catch-up contributions) and your employer contributions credited to your accounts under this Plan and any other defined contribution plans maintained by Deluxe or an affiliate of Deluxe for the year. Federal law also has an annual limit (adjusted for cost of living) on the amount of pay that may be considered for Plan purposes. The adjusted limit for 2016 is $265,000.

If you exceed the annual limit for your contributions ($18,000 for 2016) federal law permits you to request that any excess contribution be returned. Such a request must be filed with the Committee by March 31 of the following calendar year.

Also, the Plan must meet a “deferral percentage” test under federal law. If this test is not met, some highly compensated participants may be required to decrease the amount of pre-tax contributions made to the Plan or have a portion of those contributions returned. If you are affected by this test, the Committee will contact you. In addition, the Plan must meet a “contribution percentage” test under federal law. If you are affected by this test, the Committee will contact you.

Note: Any contributions returned will be adjusted for investment earnings or losses.

Top Heavy Provisions. If the Plan becomes “top heavy” as defined by federal tax laws, certain changes will become effective (such as different contribution rules). If that occurs and you are affected, you will be informed.

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INVESTMENT OF ACCOUNTS In General

Each participant will have a separate account for bookkeeping purposes, except for the retiree health account. The trustee (see “Who to Contact”) will invest the participant’s account in investment funds as directed by participants. The trustee will invest the retiree health account as directed by the Committee. For investment purposes, however, all accounts will be combined in a single trust fund.

Participant Direction of Investments

You have the opportunity to invest your contributions and your employer contributions in several investment funds. Each of the investment funds has different financial goals that you can choose among. The Committee will supply information describing the funds and the procedures for making and changing your investment elections.

You have investment elections to make for both the assets currently in your account and for your future contributions. You may elect to change your investment elections from time to time. Changes to investment elections take time to process. There may be a delay between when you request a change to your investment elections and when the change takes effect.

If you do not make investment elections, your contributions and your employer contributions will be invested in the Plan’s default investment fund, which is the target date retirement fund corresponding to the year in which you will reach age 65. Investment professionals select and manage the appropriate mix of stocks, bonds and cash, seeking appropriate return and risk relative to the time horizon of the target date retirement fund. As the target date retirement fund gets closer to the target date, the investment mix is gradually shifted by its investment professionals from higher-risk investments (stocks) to a greater concentration of lower-risk investments (bonds and money market

instruments). The target date retirement fund is a “qualified default investment alternative” (QDIA). A QDIA is an investment fund with characteristics that the U.S. Department of Labor allows as default investments when plan participants do not make investment elections.

ERISA Section 404(c)

Because the Plan allows you to direct the investment of the contributions made to your account, it constitutes a plan described in section 404(c) of ERISA and Title 29 of the Code of Federal Regulations section 2550.404c-1. This means that you (and not any plan fiduciary) will be responsible for any investment losses that result from your investment selections for your account.

Information on Investment Funds

To assist you in making your investment selections, you will be given:

• a general description of the investment objectives and risk and return characteristics of each investment fund, including information relating to the type and diversification of assets comprising the investment fund;

• information identifying the investment manager of each investment fund;

• an explanation of how you may give investment instructions and the limitations on the instructions that you may give; and

• the name, address and phone number of the plan administrator (and any person designated to act on behalf of the plan administrator) responsible for providing additional information, which the Plan is required to furnish on request.

Upon request to the plan administrator, the following additional information will be provided to you or your beneficiary about the investment funds:

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• information concerning the current value of the investment funds, as well as their past and current investment performance; and

• information concerning the value of the investment fund shares or units held in your accounts.

Adjustment of Accounts

All accounts will be adjusted each business day to show their proportionate share of any gains or losses. The value of your account at any time will depend both on the amount of contributions and on the investment performance of the investments that you select. Additionally, administrative and investment expenses may be paid out of the trust fund.

Account Statements

The trustee keeps financial records and maintains a record of your investments. The balances in your account are determined daily. You will receive quarterly statements summarizing the activity in your account (such as opening balances, contributions, investment transfers, investment earnings or losses, withdrawals, distributions and closing balances) by investment fund as of the end of each quarter of the calendar year and information concerning the value of the shares or units of the investment funds held in your account.

Risk of Loss

Generally, the Plan allows you to direct the investment of your account. Your account is subject to investment risk. As with all market-based investments, earnings are not guaranteed and you could lose money. You have the entire responsibility for all consequences of your investment directions for your account under this Plan.

Your Investments

You should monitor your account on a regular basis. Doing so allows you to monitor changes in the investment funds and to verify that your account is properly invested. In particular, you should review your account after you change your investment elections. Remember, you are responsible for selecting your investments and monitoring them to achieve your retirement goals.

Investment Restrictions

Some or all investment funds may impose trading fees, have restrictions on the number of times you may transfer into and out of that investment fund or restrictions on the length of time you must hold a particular investment fund. Contact Empower Retirement for details.

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VESTING You are 100% vested in your account (except for some transfer accounts). Exception: If you were a participant in the Custom Direct, Inc. 401(k) Plan (the “CDI 401(k) Plan”), you terminated employment with Custom Direct, Inc. prior to December 25, 2011 (if an hourly employee) or December 30, 2011 (if a salaried employee), and your account balance under the CDI 401(k) Plan was transferred to this Plan, your employer matching contributions from the CDI 401(k) Plan will continue to be vested in accordance with the vesting provisions of the CDI 401(k) Plan. Contact Empower Retirement for the details.

PAYMENT Payment to You After Termination

When Payment Can Begin. Payment of your account can be made as soon as administratively practicable after you terminate employment with Deluxe and its affiliates. You must request payment of your account if your balance in this Plan at the time of payment is greater than $5,000.

If you terminate and want to leave your money in the Plan, your account will continue to be credited with gains and losses according to the performance of the investments you choose. You may not add contributions to your account, and you will not receive matching contributions and profit sharing contributions (other than contributions from your employment that have yet to be made). You will continue to be able to access your account information through Empower Retirement. You must begin to receive payments from the Plan by your required beginning date. See “Automatic Payment at Required Beginning Date.”

Automatic Payment If $5,000 or Less. If the balance of your account is $5,000 or less at any time after your employment ends, a lump sum payment will be made to you as soon as possible, whether or not you make a request for payment. If you request payment, you may elect either (i) to have your lump sum payment paid directly to you, (ii) to roll over your lump sum payment to an IRA or another qualified plan, or (iii) to roll over a portion of your lump sum payment to an IRA or another qualified plan and to have the balance of your payment paid directly to you. Payments to be rolled over into an IRA from your Roth accounts will be rolled over to a Roth IRA, and other amounts will be rolled over to a traditional IRA (unless you elect to make a Roth IRA conversion as described below).

If you do not request payment and you have reached age 65 or older and the balance of your account is not more than $5,000, a lump sum payment will be made directly to you. If you do not request payment, you have not reached age

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65, and the balance of your account is $1,000 or less, a lump sum payment will be made directly to you. If you do not request payment and you have not reached age 65 and the balance of your account is more than $1,000 (but not more than $5,000), your lump sum payment will be automatically rolled over into an IRA selected by the Employer (and not paid directly to you). See the “Automatic Rollover Rules” section below for more details.

For purposes of this section and the section below on automatic rollovers, the $1,000 and $5,000 limits are applied separately to your Roth and non-Roth accounts.

Automatic Rollover Rules. As described above, if you do not request a payment, you have not reached age 65, and the balance of your account is greater than $1,000 (but not more than $5,000), your balance will be automatically rolled over into an IRA selected by the Committee (and not paid directly to you).

The portion of your balance consisting of Roth amounts will be rolled over into a Roth IRA, and other amounts will be rolled over into a traditional IRA (unless you elect to make a Roth IRA conversion as described below). The custodian of the IRA will invest the rollover amount in a type of investment designed to preserve principal and provide a reasonable rate of return and liquidity (e.g., an interest-bearing account, a certificate of deposit or a money market fund). All fees charged to the IRA and all fees charged by the IRA investments will be paid by the IRA (in other words, by you). If you have any questions regarding the automatic rollover rules and the fees and expenses associated with the IRA, contact Empower Retirement at 1-800-345-2345.

Automatic Payment at Required Beginning Date. Generally, if you have not requested payment of your account before your “required beginning date,” you will automatically receive minimum required payments from your account beginning no later than the April 1 following the year in which you reach age 70-1/2. If, however, you are actively employed by Deluxe or one of its affiliates when you reach age 70-1/2

and you are not a 5% owner of Deluxe or one of its affiliates, you may delay payment until your “required beginning date” - the April 1 following the year in which your employment ends.

If you have a transfer account under this Plan from the GE Savings and Security Program, your required beginning date as applied to your transfer account is the later of: (i) the March 1 following the calendar year in which you reach age 70-1/2, or (ii) the March 1 following the calendar year in which your employment ends.

Form of Payment. Payment may be made in a lump sum, in installments or in partial distributions. If you receive installment payments, you may elect to change the dollar amount or the number of your installment payments. Contact Empower Retirement for details.

Pension Account Form of Payment. As required by law and as described in more detail below, payment of your pension account from the Plan must be made in the form of an annuity contract unless you waive payment by annuity contract and elect payment in a lump sum, in installments or in partial distributions. This rule, however, applies only if your pension account exceeds $5,000 at the time of payment. If your pension account exceeds $5,000, the form of annuity contract (in the absence of any waiver) will also be affected by your marital status on the distribution date, as follows:

• Married. If you are married, your pension account will be used to buy a qualified joint and survivor annuity contract for you and your spouse. The contract will provide an immediate monthly income to you for life. Following your death, the contract will provide 50% or 75%, whichever you elect, of that monthly income to your spouse for life. “Spouse” means the person to whom you are married on the distribution date. Any change in marital status after the annuity contract is purchased will be disregarded. This annuity contract will not have any other death benefits.

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Exception: You may waive payment by annuity contract and receive payment in a lump sum, in installments or in partial distributions. Your waiver must be in writing and must be made within the 180-day period prior to the distribution date. Also, if your account exceeds $5,000 at the time of payment, your spouse must consent, in writing, to such a waiver. To be valid, your spouse’s consent must acknowledge the effect of the waiver, must be witnessed by a notary public, and must be given within the 180-day period (but in no event less than 30 days) prior to the distribution date.

• Not Married. If you are not married, your pension account will be used to buy an annuity contract for you. The contract will provide an immediate monthly income to you for life. This annuity contract will not have any death benefits.

Exception: You may waive payment by annuity contract and receive payment in a lump sum, in installments or in partial distributions. Your rejection must be in writing and must be made within the 180-day period (but in no event less than 30 days) prior to the distribution date.

Taxes. You will have to pay income taxes on any withdrawal or distribution you receive from the Plan, except for the return of any Roth accounts in the Plan, which are subject to the tax rules described below. If you request payment(s) from your non-Roth accounts in the form of a lump sum or partial payments or installments over a period of less than 10 years, federal income tax will be withheld when payment is made unless you elect to directly roll your payment(s) to a traditional IRA or another eligible employer plan. An eligible employer plan includes a section 401(a) qualified plan, a section 403(a) annuity plan, a section 403(b) tax-sheltered annuity, or a governmental 457(b) plan. A rollover of all or a portion of your non-Roth payments(s) to a traditional IRA or an eligible employer plan enables you to defer taxes on the amount rolled over until a later date.

You may also elect to directly roll your non-Roth payment(s) to a Roth IRA. If you directly roll these payment(s) to a Roth IRA, known as a “conversion,” you will include in your gross income the taxable portion of the amount rolled over and owe taxes on such amount. When you later receive distributions from your Roth IRA, you will not owe any additional taxes as long as the distributions are “qualified distributions” as defined below.

You will not pay income taxes on withdrawals or distributions you receive from your Roth accounts in the Plan if they are “qualified distributions.” To be treated as a “qualified distribution,” the distribution must be made after you either reach age 59-1/2, die or become disabled, and more than five years after the earliest of your first Roth 401(k) contribution to the Plan, or your first Roth contribution to a previous plan from which you made your Roth rollover. If your distribution does not satisfy these requirements, the part of the distribution that reflects earnings on your Roth accounts will be subject to taxation (unless you roll over the distribution to a Roth IRA or an eligible employer plan).

If you receive a payment before attaining age 59-1/2, you may be subject to a 10% early withdrawal penalty tax, unless an exception applies.

In all cases, we recommend that you consult with a qualified tax adviser before requesting payment. Before your distribution, you will receive more information about the distribution options and tax consequences.

Payment to Your Beneficiary

Beneficiary Designation. If you die, your account will be paid to your designated beneficiary or beneficiaries. Please note, if you have designated your spouse as your Beneficiary and you subsequently get divorced, your Beneficiary Designation will automatically be revoked. If you fail to designate a beneficiary, or if your beneficiary designation is not effective, the Plan will pay the class of your automatic beneficiaries: your spouse, your

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children, your parents, your siblings, or your estate.

Married Participants. If you are married at the time of your death, your spouse will have the right to receive your entire death benefit unless your spouse consents to another beneficiary. The consent of your spouse must be in writing and witnessed by a notary public and must acknowledge the effect of your designation of another beneficiary. Your spouse’s consent can be given at the time you make a designation or at a later time. However, consent must be given no later than nine months after your death.

If you have a pension account and your spouse consents to the naming of another beneficiary, your spouse is waiving rights to death benefits (sometimes known as the qualified preretirement survivor annuity). As required by federal law, if: (a) you designate a beneficiary before the January 1 of the year in which you reach age 35, and (b) you die on or after that January 1 while married, and (c) your beneficiary designation names someone other than your spouse; then that designation is void and your spouse is your presumed beneficiary. If you want to name someone other than your spouse as beneficiary, you must file a new beneficiary designation with your spouse’s consent.

Beneficiary Forms. We recommend that you file a beneficiary designation form and keep it up to date. To be valid, Empower Retirement must receive your form during your lifetime. Contact Empower Retirement for a form to make or change your beneficiary designations. Note: A beneficiary entitled to a payment may disclaim all or any portion of his or her interest, subject to the rules of the Plan, within nine months of the date of your death. Contact Empower Retirement for details.

Form of Payment. Payment to your beneficiary will be made in a lump sum, in installments or in partial distributions. Note: If your beneficiary is receiving installment payments, your beneficiary may elect to change the dollar amount or the number of installment payments. Your beneficiary should contact Empower Retirement for details.

Pension Account Form of Payment. If your account exceeds $5,000, payments of your pension account to your beneficiary upon your death must be made in the form of an annuity contract unless your spouse waives payment by annuity contract and elects payment in a lump sum, in installments or in partial distributions. Payments from the Plan to your beneficiary may be made in a lump sum, in installments or in partial distributions.

Automatic Payment If $5,000 or Less. If your account is $5,000 or less at any time, your account will be distributed to your beneficiary in a lump sum as soon as administratively practicable following your death, whether or not your beneficiary applies for payment.

Automatic Payment at Beneficiary’s Required Beginning Date. If you die before your “required beginning date” (generally age 70-1/2) and you have not withdrawn the entire amount in your account, the Plan will pay the remaining amount to your beneficiary or commence minimum required payments to your beneficiary no later than the December 31 of the year in which occurs the first anniversary of your death.

If, however, your beneficiary is your surviving spouse, the Plan will defer payment to your surviving spouse until the later of: (i) the December 31 of the year in which occurs the first anniversary of your death, or (ii) the December 31 of the year in which you would have reached age 70-1/2.

If, however, your beneficiary is not an individual (for example, your estate or certain types of trusts), the Plan will pay your remaining account to your beneficiary no later than the December 31 of the year in which occurs the fifth anniversary of your death.

If you die after your “required beginning date” (generally age 70-1/2) and you have not withdrawn the entire amount in your account, the Plan will pay the remaining amount to your beneficiary or commence minimum required payments to your beneficiary no later than the

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December 31 of the year in which occurs the first anniversary of your death.

Death of Beneficiary Before Entire Account is Distributed. Following your death (i.e., the participant’s death), your beneficiary may file a beneficiary designation form to designate one or more beneficiaries to receive all or a portion of your beneficiary’s share of any remaining account in the event of your beneficiary’s death. To be valid, Empower Retirement must receive your beneficiary’s form after your death and before your beneficiary’s death. Your beneficiary should contact Empower Retirement for a form to make or change his or her beneficiary designations.

If your beneficiary dies after you (i.e., the participant) but before your beneficiary has withdrawn the entire amount in his or her account under the Plan, the Plan will pay your beneficiary’s remaining account to your beneficiary’s designated beneficiary or beneficiaries. If your beneficiary fails to designate a beneficiary, or if his or her beneficiary designation is not effective, the Plan will pay the class of automatic beneficiaries for your beneficiary: spouse, children, parents, siblings, or estate.

Following the death of your beneficiary (i.e., the participant’s beneficiary), your beneficiary’s remaining account under the Plan will be distributed to his or her beneficiary no later than the December 31 of the year following the year of your beneficiary’s death. If, however, your beneficiary was receiving minimum required payments and your beneficiary dies before receiving the minimum required payment for the year of your beneficiary’s death, the minimum required payment for that year will be paid to your beneficiary’s designated beneficiary or beneficiaries. Payment will be made in the form of a lump sum payment.

Taxes. Your beneficiary will have to pay income taxes on any withdrawal or distribution your beneficiary receives from the Plan, except for the return of any Roth accounts in the Plan, which are subject to the tax rules described below. If your beneficiary is your surviving

spouse, and your surviving spouse requests payment(s) from his or her non-Roth accounts in the form of a lump sum or partial payments or installments over a period of less than 10 years, federal income tax will be withheld when payment is made unless your surviving spouse elects to directly roll the payment(s) to a traditional IRA or another eligible employer plan.

If your beneficiary is not your surviving spouse, your beneficiary may elect to directly roll the payment to an inherited IRA, but not to another qualified plan.

Your beneficiary may also elect to directly roll your non-Roth payment(s) to a Roth IRA. If your beneficiary directly rolls these payment(s) to a Roth IRA, known as a “conversion,” your beneficiary will include in gross income the taxable portion of the amount rolled over and owe taxes on such amount.

Your beneficiary will not pay income taxes on withdrawals or distributions your beneficiary receives from your Roth accounts in the Plan if they are “qualified distributions” as defined earlier. If the distribution does not satisfy this requirement, the part of the distribution that reflects earnings on your Roth accounts will be subject to taxation (unless your beneficiary rolls over the distribution to a Roth IRA or an eligible employer plan).

Your beneficiary will receive more information about the distribution options and tax consequences if you die. Death benefits are not subject to the 10% early withdrawal penalty tax. We recommend that your beneficiary consult with a qualified tax adviser before requesting payment.

Payment During Employment

In-Service Withdrawals from Your Profit Sharing Account. In some situations, you may request an in-service payment from your profit sharing account. Such payments may be for one of the following reasons:

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• to pay large uninsured medical expenses of yourself, your spouse, your domestic partner or any legal dependent;

• to prevent eviction from or foreclosure on your principal residence;

• to purchase your principal residence;

• to pay for post-secondary education expenses of yourself, your spouse, your domestic partner or any legal dependent; or

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

If you have been a participant in this Plan for five or more years (or your combined years of participation in the Deluxe Corporation Profit Sharing Plan prior to 2003, and your years of participation in this Plan after December 31, 2002, equal five or more years), the withdrawal cannot exceed the current balance of your profit sharing account under the Plan. If you have been a participant for less than five years, your withdrawal amount cannot exceed the current balance of your profit sharing account at the time of the request less an amount equal to the last two annual Employer profit sharing contributions to your account.

Note: If you have a transfer account under this Plan that is attributable to the A. O. Smith Profit Sharing Retirement Plan under the Deluxe Data Systems, Inc. Employee Profit Sharing Plan, such transfer account is not available for payment during employment.

Transfer Account. If you were a participant in a plan maintained by an employer that was acquired by Deluxe (or an affiliate of Deluxe) and all or a portion of its plan was merged into this Plan, then a transfer account has been established under this Plan to hold your accounts from the merged plan. The following transfer accounts will be subject to special distribution rules. Empower Retirement will advise you of the special distribution rules when you request a distribution. Contact Empower Retirement if you have questions regarding your transfer account.

• Deluxe Payment Protection Systems, Inc. 401(k) Retirement Plan. If you have a transfer account under this Plan from the Deluxe Payment Protection Systems, Inc. 401(k) Retirement Plan and you have attained age 65, you may receive a distribution while employed from your transfer account. Contact Empower Retirement for details.

• HCL 401(k) Plan. If you have a transfer account under this Plan from the HCL 401(k) Plan (also known as the iDLX Technology Partners, Inc. 401(k) Plan) and you have attained age 59-1/2, you may receive a distribution while employed from your transfer account. Contact Empower Retirement for details.

• GE Savings and Security Program. If you have a transfer account under this Plan from the GE Savings and Security Program, you may receive a distribution at any time while employed from your transfer account (excluding, however, any portion of the transfer account that is attributable to 401(k) contributions or earnings on 401(k) contributions). Contact Empower Retirement for details.

• Current Retirement Trust. If you have a transfer account under this Plan from the Current Retirement Trust and you have attained age 59-1/2, you may receive a distribution while employed from that portion of your transfer account that is attributable to your pre-tax contributions, your after-tax contributions (if any) and profit sharing contributions under the Current Retirement Trust. In addition, if you made any after-tax contributions to the Current Retirement Trust, you may receive a distribution while employed of your after-tax contributions. You may also request an in-service payment from your transfer account from the Current Retirement Trust if you have been a participant in this Plan and the Current Retirement Trust for at least 60 months or the distribution is for certain hardship

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purposes. Contact Empower Retirement for details.

• NEBS 401(k) Plan. If you have a transfer account under this Plan from the 401(k) Plan for Employees of New England Business Service, Inc. (the “NEBS 401(k) Plan”) and you have attained age 59-1/2, you may receive a distribution while employed from the portion of your transfer account that is attributable to your pre-tax contributions under the NEBS 401(k) Plan. If you were employed by NEBS prior to September 1, 2002, you may also receive a distribution while employed from the portion of your transfer account that is attributable to the vested portion of your company match account and employer supplemental account under the NEBS 401(k) Plan as of August 31, 2002. In addition, if you made any rollovers to the NEBS 401(k) Plan, you may receive a distribution while employed of your rollover contributions. Contact Empower Retirement for details.

• Safeguard 401(k) Plan. If you have a transfer account under this Plan from the Safeguard Business Systems, Inc. 401(k) and Profit Sharing Plan (the “Safeguard 401(k) Plan”), and you have attained age 59-1/2, you may receive a distribution while employed from your transfer account. If you made any rollovers to the Safeguard 401(k) Plan, you may receive a distribution while employed of your rollover contributions. In addition, if you made any after-tax contributions to the Safeguard 401(k) Plan, you may receive a distribution while employed of your after-tax contributions. Contact Empower Retirement for details.

• Deluxe Johnson Corporation 401(k) Plan. If you have a transfer account under this Plan from the Deluxe Johnson Corporation 401(k) Plan (the “DJC 401(k) Plan”), and you have attained age 59-1/2, you may receive a distribution while employed from your transfer account. In addition, if you made any rollovers to the DJC 401(k) Plan, you may receive a distribution while

employed of your rollover contributions. Contact Empower Retirement for details.

• Custom Direct, Inc. 401(k) Plan. If you have a transfer account under this Plan from the Custom Direct, Inc. 401(k) Plan (the “CDI 401(k) Plan”) and you have attained age 59-1/2, you may receive a distribution while employed from your transfer account. Contact Empower Retirement for details.

• Hostopia.com Inc. 401(k) Plan. If you have a transfer account under this Plan from the Hostopia.com Inc. 401(k) Plan (the “Hostopia 401(k) Plan”) and you have attained age 59-1/2, you may receive a distribution while employed from your transfer account. In addition, if you made rollovers to the Hostopia 401(k) Plan, you may receive a distribution while employed of your rollover contributions. Contact Empower Retirement for details.

• OrangeSoda 401(k) Plan. If you have a transfer account under this Plan from the OrangeSoda 401(k) Plan (the “OrangeSoda 401(k) Plan”) and you have attained age 59-1/2, you may receive a distribution while employed from your transfer account. In addition, if you are on active duty in the uniformed services, you may receive a distribution during your active duty period of your pre-tax and Roth contributions, subject to certain rules regarding future contributions and early withdrawal tax. In addition, if you meet the “qualified reservist distribution” conditions of section 72(t) of the Internal Revenue Code, you may receive a distribution while employed of your pre-tax and Roth contributions. Contact Empower Retirement for details.

• VerticalResponse, Inc. 401(k) Plan. If you have a transfer account under this Plan from the VerticalResponse 401(k) Plan (the “VerticalResponse 401(k) Plan”) and you have attained age 59-1/2, you may receive a distribution while employed from your transfer account. In addition, if you are on active duty in the uniformed services, you may receive a distribution during your active

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duty period of your pre-tax contributions, subject to certain rules regarding future contributions and early withdrawal tax. Contact Empower Retirement for details.

• Wausau Financial Services, Inc. 401(k) Profit Sharing Plan. If you have a transfer account under this Plan from the Wausau Financial Services, Inc. 401(k) Profit Sharing Plan (the “Wausau 401(k) Plan”) and you have either attained age 59-1/2 or become disabled, you may receive a distribution while employed from your transfer account. If you made any rollovers to the Wausau 401(k) Plan, you may receive a distribution while employed of your rollover contributions. In addition, if you are on active duty in the uniformed services, you may receive a distribution during your active duty period of your pre-tax and Roth contributions, subject to certain rules regarding future contributions and early withdrawal tax. Contact Empower Retirement for details.

Retiree Health Account

In the past, the Employer made contributions to be allocated to a retiree health account. Distributions will be made from the retiree health account for the health benefits of qualified retirees who retire after the retiree health account was established, and their eligible spouses and dependents. Qualified retirees, for purposes of the Plan, are persons who are qualified for company-paid retiree health benefits. Under the provisions of federal tax law, there are limits on payments from the retiree health account, and certain “key employees” are ineligible.

In General

Request for Payment. If you have terminated and you want to receive payment from your account, you must request a payment by calling Empower Retirement at 1-800-345-2345 or logging on to www.retireonline.com.

You will receive a tax notice within a certain period after you request a distribution. The tax

notice will provide you with general tax and rollover information. You are encouraged to seek advice from a tax adviser.

Timing of Distribution. Requests for distribution will be processed as soon as practicable. The request for payment will be reviewed for completeness, compliance with any Plan requirements, and your eligibility for payment. If the request is approved, the investments in the applicable investment funds will be sold and the sale proceeds will be used to pay you, typically within several days after the sale.

Payments to Minors or Others. Special rules apply if the participant, beneficiary, or alternate payee entitled to a distribution is a minor, or a person who is not legally capable of handling financial matters. Contact Empower Retirement for details.

Tax Reporting. On or about January 31 of the year following the year in which you receive a distribution, you or your beneficiary will receive Form 1099-R which will contain the specific tax information relating to the distribution or withdrawal. This information is also reported to the IRS.

Payments

This booklet only provides a summary of the Plan’s rules governing payments and distributions. See the Plan for details on these rules.

Loans

Loan Amount. You may obtain a loan from your account (excluding your profit sharing account and pension account) if you are actively employed by your Employer. The minimum loan amount is $500. The total amount of your loan may not exceed the lesser of: (1) 50% of the balance of your account excluding your profit sharing account and pension account, or (2) $50,000. The maximum you can borrow may be smaller if you had an outstanding loan during the last 12 months. You may not have more than one (1) loan outstanding.

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Loan Payments. You must complete such applications as are required by the Committee in connection with your loan. By accepting a loan, you automatically put a lien on your account for the amount of the loan plus unpaid interest. The loan must be repaid within a specified period of time not to exceed five years. In addition, such loans must be repaid in substantially level amounts, including principal and interest, over the term of the loan. Payments must be made through payroll deductions. Prepayment of principal and interest is permitted only if the entire remaining balance due on the promissory note is paid in full.

Interest Rate on Loan. The interest rate will be 1% over the prime rate charged by large United States money center commercial banks on the last business day of the month prior to the month in which the loan is made. The interest you pay is credited to your account. For the purpose of sharing in any gains or losses of the trust fund, the amount of your account will be deemed to have been reduced by the unpaid balance of any outstanding loans.

Death. If you should die, your loan will be due and payable in full within 90 days after your death (or sooner if the term of the loan expires before then). If your loan is not paid in full, your loan will be terminated and the amount of the outstanding principal and unpaid interest will be offset against the assets in your account.

Termination of Employment. If you terminate employment, you must repay the entire outstanding balance of your loan by the earlier of (i) 90 days following your last day of employment with the Employer and all affiliates, or (ii) the date you request payment of your account following your last day of employment. Payment must be made by certified check delivered to Empower Retirement. If you do not do so, your account will be reduced by the amount of the loan which was unpaid, plus interest. This unpaid amount will be considered a withdrawal from the Plan and subject to all applicable tax obligations.

Suspension of Payments while Serving in the Uniformed Services. If you leave your

employment to serve in the uniformed services, your obligation to make loan payments will be suspended from the date you leave your employment until the date you return to employment with the Employer or terminate employment with the Employer. You may, however, voluntarily elect to continue to make loan payments while you are serving in the uniformed services. Contact Empower Retirement for details.

Suspension of Payments while on Leave of Absence. If you commence an authorized unpaid or paid leave of absence and your wages are less than your loan payment, your loan payments may be suspended for up to one year or until you return to work, whichever occurs first. You may, however, voluntarily elect to continue to make loan payments while you are on leave. After the end of the suspension period, your loan payments will resume automatically. Your loan will be re-amortized to include any loan payments you did not make, as well as any applicable interest on those payments. The repayment period will remain the same, but your payments will increase slightly because of the missed payments and applicable interest. Contact Empower Retirement for details.

Default. Generally, your loan will be in default if you do not make a payment within 90 days of the date in which the payment was due. See special rules (above) for repayment of your loan upon termination of employment and for repayment of you loan while on leave of absence or while serving in the uniformed services. If you are employed at the time of default, your unpaid loan amount plus interest will be reported to the Internal Revenue Service (on Form 1099-R) as a deemed distribution from the Plan and will be included in your taxable income in the year in which the default occurs.

Loans are subject to a number of rules. Empower Retirement can provide further information regarding the loan rules and the procedures for requesting a loan.

Loan Rollovers. If you were a participant in a plan maintained by an employer that was acquired by Deluxe (or an affiliate of Deluxe)

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and you had a loan from such plan, your loan may be rolled over into this Plan under the same terms and conditions, subject to approval by Deluxe and modification by certain rules under the Plan. Contact Empower Retirement for details.

CLAIMS PROCEDURES If you believe you are entitled to benefits, or you disagree with a decision regarding your benefits, or if you believe that your instructions or a procedure of the plan have not been followed and your rights have been negatively affected as a result you should file a claim with the Committee. If you do not file a claim or follow the claims procedures, you will give up legal rights, including your right to sue over your claim.

A Claim for Benefits

A “claim” for benefits is a request for benefits under the Plan filed in accordance with the Plan’s claims procedures. To make a claim or request review of a denied claim, you must file a written claim with the Committee. An inquiry, oral claim or request for review is not sufficient.

Steps in Filing a Claim

• Time for Filing a Claim. You must file your written claim with the Committee within 1 year after the date you knew or reasonably should have known of the facts behind your claim. If your claim is that your investment directions or contribution elections were not properly followed, this 1-year period is shortened to 30 days.

• Filing a Claim. You must file your written claim with the Committee. You must include all the facts and arguments that you want considered during the claims procedures.

• Response from the Committee. Within 90 days of the date the Committee receives your claim, you will receive either a written or electronic notice of the decision or a notice describing the need for additional time (up to 90 additional days) to reach a decision. If the Committee notifies you that it needs additional time, the notice will describe the special circumstances requiring the extension and the date by which it expects to reach a decision. If the

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Committee denies your claim, in whole or in part, you will receive a notice specifying the reasons, the Plan provisions on which it is based, a description of additional material (if any) needed to perfect the claim, your right to file a civil action under section 502(a) of ERISA if your claim is denied upon review, and it will also explain your right to request a review.

Steps in Filing Request for Review

• Time for Filing a Request for Review. If the Committee denies your claim, you may request a review of your claim. The Committee must receive actual delivery of your written request for review within 60 days after the date you receive notice that your claim was denied.

• Filing a Request for Review of a Denied Claim. You may file a written request for review of a denied claim with the Committee. Your request should include the facts and arguments that you want considered in the review. You may submit written comments, documents, records, and other information relating to your claim. Upon request you are entitled to receive free of charge reasonable access to and copies of the relevant documents, records, and information used in the claims process.

• Response from the Committee on Review. Within 60 days after the date the Committee receives your request for review, you will receive either a written or electronic notice of the decision or a notice describing the need for additional time (up to 60 additional days) to reach a decision. If the Committee notifies you that it needs additional time, the notice will describe the special circumstances requiring the extension and the date by which it expects to reach a decision. If the Committee affirms the denial of your claim, in whole or in part, you will receive a notice specifying the reasons, the Plan provisions on which it is based, notice that upon request you are entitled to receive free of charge reasonable access to and copies of the relevant documents,

records, and information used in the claims process, and your right to file a civil action under section 502(a) of ERISA.

• Committee Request for Further Information Regarding Your Claim on Review. If the Committee determines it needs further information to complete its review of your denied claim, you will receive either a written or electronic notice describing the additional information necessary to make the decision. You will then have 60 days from the date you receive the notice requesting additional information to provide it the requested information to the Committee. The time between the date the Committee sends its request to you and the date the Committee receives the requested additional information from you shall not count against the 60-day period in which the Committee has to decide your claim on review. If the Committee does not receive a response from you, then the period by which the Committee must reach its decision shall be extended by the 60-day period provided to you to submit the additional information. Note: If special circumstances exist, this period may be further extended.

In General. The Committee will make all decisions on claims and review of denied claims. The Committee has the sole discretion, authority, and responsibility to decide all factual and legal questions under the Plan. This includes interpreting and construing the Plan and any ambiguous or unclear terms, and determining whether a claimant is eligible for benefits and the amount of the benefits, if any, a claimant is entitled to receive. The Committee may hold hearings and reserves the right to delegate its authority to make decisions. The Committee may rely on any applicable statute of limitations as a basis to deny a claim. The Committee’s decisions are conclusive and binding on all parties and entitled to the maximum deference permitted by law. You may, at your own expense, have an attorney or representative act on your behalf, but the Committee reserves the right to require a written authorization for a person to act on your behalf.

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Time Periods. The time period for the Committee to decide your claim begins to run on the date the Committee receives your written claim. Similarly, if you file a timely request for review of a denied claim, the time period for the Committee to decide begins to run on the date the Committee receives your written request. In both cases, the time period begins to run regardless of whether you submit comments or information that you would like to be considered on review.

Limitations Period. If you file your claim within the required time, complete the entire claims procedure, and the Committee denies your claim after you request a review, you may sue over your claim (unless you have executed a release on your claim). You must, however, commence that suit within 30 months after you knew or reasonably should have known of the facts behind your claim or, if earlier, within 6 months after the claims procedure is completed. The 30-month period is shortened to 19 months to the extent your claim is that your investment directions or your contribution elections were not properly followed.

Exhaustion of Administrative Remedies. Before commencing legal action to recover benefits, or to enforce or clarify rights, you must exhaust the Plan’s claims and review procedures.

Forum Selection. Any claim or action brought with respect to the Plan (including any breach of fiduciary duty claims, claims for benefits, or any other claims brought under section 502 of ERISA) must be brought in the Federal courts of the State of Minnesota.

Administrative Processes and Safeguards. The Plan uses the claims procedures outlined herein and the review by the Committee as administrative processes and safeguards to ensure that the Plan’s provisions are correctly and consistently applied.

Claims Based on Disability. In general, the foregoing rules that apply claims for benefits and review of claims also apply to claims for benefits and the review of claims for benefits

based on disability. There are, however, certain different time frames and rules that apply to claims for benefits based on disability.

• Filing a Claim. The time period for responding to your claim is shortened from 90 days to 45 days. The time to respond may be extended by 30 days and then an additional 30 days.

• Filing a Request for Review. You must file your request for review within 180 days after the date that you received notice that your claim had been denied. The time period for responding to your claim is shortened from 60 days to 45 days. The time to respond may be extended by 45 days.

• In General. As noted, special rules and time periods apply to claims for benefits that are based on a disability. If your claim for benefits relates to a disability, you should contact the Committee.

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PLAN AMENDMENT AND TERMINATION Deluxe intends to continue the Plan indefinitely, but it has the right to amend and to terminate the Plan at any time and for any reason. Deluxe’s right to amend or terminate the Plan includes, but is not limited to, changes in the eligibility requirements, to the vesting requirements, employee and employer contributions, the investments offered under the Plan, the payment options, the ability to make in-service withdrawals and loans, and rules governing the administration of the Plan. If the Plan is amended, you’ll be subject to all of the changes effective as a result of such amendment, and your rights will be reduced, terminated, altered, or increased in accordance with the amendment as of the effective date of the amendment. If the Plan is terminated, your benefits and rights will be terminated as of the effective date of the termination.

No amendment or termination will reduce your account balance. If the Plan is terminated, Deluxe may decide to pay your account to you on any date after the termination or to follow the payment rules described in this Summary.

WHO TO CONTACT: THE PLAN ADMINISTRATOR, PLAN SPONSOR, TRUSTEE AND RECORDKEEPER Plan Name

The official plan name is the “Deluxe Corporation 401(k) and Profit Sharing Plan.”

Plan Number

The plan number is 004.

Plan Administrator

The plan administrator is Deluxe Corporation. To assist Deluxe Corporation, the Plan provides for the appointment of an Investment Committee and an Administrative Committee (each a Committee). Communications to Deluxe Corporation in its capacity as plan administrator of the Plan should be addressed to the Committee at:

Deluxe Corporation Attn: Retirement Plan Administrative Committee 3680 Victoria Street North Shoreview, Minnesota 55126-2966 Telephone: (651) 483-7111

Plan Sponsor

The plan sponsor is Deluxe Corporation and its address and federal taxpayer identification number (“EIN”) are:

Deluxe Corporation 3680 Victoria Street North Shoreview, Minnesota 55126-2966 EIN: 41-0216800

Participants and beneficiaries may receive from Deluxe Corporation, on written request, information as to whether a particular affiliate of

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Deluxe is a participating Employer in the Plan, and if it is, its address.

Trustee

The assets of the Plan are held in a qualified retirement plan trust fund. The trustee invests participant’s accounts as directed by each participant. The trustee invests the retiree health account as directed by the Committee. The Plan’s trustee is State Street Bank and Trust Company. You can contact the Plan’s trustee at:

State Street Bank and Trust Company P.O. Box 1992 Boston, MA 02115

Recordkeeper

The Plan uses the services of a recordkeeper to keep individual and Plan records to process loan repayments, withdrawals and distributions and to produce individual and Plan reports. The Plan’s recordkeeper is Empower Retirement. If you have questions regarding the Plan, you can contact the recordkeeper at:

Address for Regular Delivery:

Empower Retirement Attn: Deluxe Corporation P.O. Box 419784 Kansas City, MO 64141-6784

Address for Overnight Delivery:

Empower Retirement Attn: Deluxe Corporation 11500 Outlook Street Overland Park, KS 66211-1804

Telephone: 1-800-345-2345

ADDITIONAL INFORMATION Creditors cannot reach your account (by garnishment or other process) while it is held in trust. Nor may you pledge or assign your account while it is held in trust. The Plan, however, must obey an IRS levy or a court order that assigns part or all of your account to your spouse, former spouse, or dependents if the order is a qualified domestic relations order (“QDRO”). See “QDRO Procedures.”

QDRO Procedures

If you are married and you or your spouse obtain a divorce, a court may issue a domestic relations order dividing your retirement benefit. Contact Employer Retirement for model QDRO language and to submit a domestic relations order. You can obtain, without charge, a copy of the procedures used to determine whether a domestic relations order is a QDRO from Empower Retirement. See section entitled “Recordkeeper.”

Address Updates

You are responsible for making sure the plan administrator has your current mailing address.

Fees and Expenses

Trustee fees, record keeping fees, and other expenses the Plan incurs may be paid by the Plan. The expenses of investment funds, including commissions, investment management fees, and other transactional costs, are paid out of the investment fund and reduce the investment fund’s rate of return. If you take out a loan, loan payment and processing fees may be charged on your account.

The Plan permits Deluxe to determine how to allocate expenses incurred by the Plan. Those expenses may be charged:

• in the same amount to the accounts of all participants, beneficiaries, and alternate payees (for example, record keeping fees);

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• in the same percentage over all or certain assets (for example, investment management fees); or

• in the case of individualized expenses, allocated to an individual participant, beneficiary, or alternate payee (for example, loan and distributions fees, and fees for the review of a domestic relations or other court order).

Deluxe may change its method of allocating expenses incurred by the Plan. Contact the Committee if you have any questions regarding the Plan’s payment or allocation of expenses incurred by the Plan.

Service of Legal Process

Service of legal process may be made on the corporate Secretary of Deluxe Corporation (at the address listed on page 24). Also, service of legal process may be made upon Deluxe Corporation as plan administrator or upon the Trustee.

Type of Plan

The Plan is “tax-qualified” plan under the Internal Revenue Code that includes a Section 401(k) qualified cash or deferred arrangement, a defined contribution profit sharing component, a money purchase pension component, and a retiree medical component under section 401(h) of the Internal Revenue Code. As a result, payments from the Plan may be entitled to special tax treatment. You are encouraged to seek tax advice from an expert.

The Pension Benefit Guaranty Corporation does not insure the Plan because profit sharing and money purchase pension plans are not eligible for such insurance. Rather, you are paid your vested account balance.

USERRA

If you leave your employment to serve in the uniformed services and the Employer rehires you within a certain time, the Uniformed Services Employment and Reemployment

Rights Act (“USERRA”) provides you certain rights under the Plan. Contact the Committee for further information regarding these rights.

Normal Retirement Age

Normal retirement age under the Plan is age 65.

Uncashed Check Procedures

If a participant, alternate payee or beneficiary receives a distribution from the Plan but the distribution check is returned to the trustee as undeliverable or the participant, alternate payee or beneficiary does not cash the distribution check within a specified period of time, the trustee will cancel the distribution check. The amount of the uncashed distribution check will be deposited in an uncashed check account under the Plan’s trust fund in the name of such participant, alternate payee or beneficiary (the “lost distributee”). The uncashed check account will be invested in the investment fund designated by the Committee. If you are a lost distributee and you are later located, the amount of your uncashed check account will be distributed to you (or your beneficiary) as soon as administratively practicable after you (or your beneficiary) request a distribution. Distribution will be made in the same form as you had previously elected.

ERISA Rights

As a participant in the Deluxe Corporation 401(k) and Profit Sharing Plan, you are entitled to certain rights and protections under the Employee Retirement Income Security Act of 1974 (“ERISA”). ERISA provides that all plan participants shall be entitled to:

Receive Information About Your Plan and Benefits

• Examine, without charge, at the plan administrator’s office and at other specified locations all documents governing the Plan, including insurance contracts (if any) and copies of the latest annual report (Form 5500 Series) filed by the Plan with the U.S. Department of Labor and available

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at the Public Disclosure Room of the Employee Benefits Security Administration.

• Obtain, upon written request to the plan administrator, copies of documents governing the operation of the Plan, including insurance contracts (if any) and copies of the latest annual report (Form 5500 Series) and updated summary plan description. The plan administrator may make a reasonable charge for the copies.

• Receive a summary of the Plan’s annual financial report. The plan administrator is required by law to furnish each participant with a copy of this summary annual report.

• Obtain a statement telling you the value of your profit sharing benefit. This statement must be requested in writing and is not required to be given more than once every twelve (12) months. Your Employer will provide the statement free of charge.

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

Enforce Your Rights. If your claim for a pension benefit is denied or ignored, in whole or in part, you have a right to know why this was done, to obtain copies of documents relating to the decision without charge, and to appeal any denial, all within certain time schedules.

Under ERISA, there are steps you can take to enforce the above rights. For instance, if you request a copy of plan documents or the latest annual report from the plan and do not receive them within 30 days, you may file suit in a

Federal court. In such a case, the court may require the plan administrator to provide the materials and pay you up to $110 a day until you receive the materials, unless the materials were not sent because of reasons beyond the control of the administrator. If you have a claim for benefits which is denied or ignore, in whole or in part, and you have exhausted the claims procedures outlined in this document, you may file suit in a state or Federal court. In addition, if you disagree with the Plan’s decision or lack thereof concerning the qualified status of a domestic relations order, you may file suit in Federal court. If it should happen that plan fiduciaries misuse the Plan’s money, or if you are discriminated against for asserting your rights, you may seek assistance from the U.S. Department of Labor, or you may file suit in a Federal court. The court will decide who should pay court costs and legal fees. If you are successful the court may order the person you have sued to pay these costs and fees. If you lose, the court may order you to pay these costs and fees, for example, if it finds your claim is frivolous.

Assistance with Your Questions. If you have any questions about your Plan, you should contact the plan administrator. If you have any questions about this statement or about your rights under ERISA, or if you need assistance in obtaining documents from the plan administrator, you should contact the nearest office of the Employee Benefits Security Administration, U.S. Department of Labor, listed in your telephone directory or the Division of Technical Assistance and Inquiries, Employee Benefits Security Administration, U.S. Department of Labor, 200 Constitution Avenue N.W., Washington, D.C. 20210. You may also obtain certain publications about your rights and responsibilities under ERISA by calling the publications hotline of the Employee Benefits Security Administration.

US.52651883.14

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