CoreLogic, Inc. 401(k) Savings Plan. Summary Plan Description

Transcription

1 CoreLogic, Inc. 401(k) Savings Plan Summary Plan Description This Summary Plan Description ( SPD ) provides an overview of how the CoreLogic, Inc. 401(k) Savings Plan (the Plan ) works, and your rights and obligations under the Plan. This SPD describes the Plan updated as of July 1, This revised SPD supersedes all previous SPDs. However, because it is only a summary, it does not contain all of the details included in the legal documents governing the Plan. In case of a conflict between the information in this SPD and the legal Plan documents, the legal Plan documents govern. This SPD also constitutes part of a prospectus relating to interests in the Plan and CoreLogic, Inc. common shares, which are offered under the Plan, the offer and sale of which have been registered under the Securities Act of 1933, as amended. Neither the Securities and Exchange Commission nor any state securities commission has passed upon the adequacy or accuracy of this prospectus or approved or disapproved of the securities to which it relates. Any representation to the contrary is a criminal offense. JULY 2015

2 TABLE OF CONTENTS Page ELIGIBILITY... 2 Employees Not Eligible... 2 Change of Employment Status... 2 Transfers... 3 ENROLLING IN THE PLAN... 3 Automatic Enrollment... 3 How to Enroll... 3 Naming a Beneficiary... 4 CONTRIBUTIONS: BUILDING YOUR SAVINGS... 4 Your Deferrals... 4 Effects of Pre-tax Deferrals on Other Benefits... 5 Effects of Pre-tax Deferrals on Social Security Taxes and Benefits... 5 Discretionary Company Matching Contributions... 6 Discretionary Profit Sharing Contributions... 6 Rollover Contributions... 7 In-Kind Rollovers of Participant Loans... 8 Maximums on Contributions... 8 Catch-Up Contributions... 9 Special Contribution Rules for Participants Returning From Military Leave... 9 Survivor and Disability Payments with Respect to Qualified Military Service YOUR INVESTMENT OPTIONS Important Points About Investment Service Fees Redemption Fees Additional Information Available on Request Investment in Company Stock Dividends on CoreLogic, Inc. Common Stock Determining Plan Account Value CHANGING YOUR CONTRIBUTION AND INVESTMENT DECISIONS Stopping Your Contributions VESTING HOW YOUR BENEFITS ARE PAID WITHDRAWALS AND LOANS FROM THE PLAN Defining Financial Hardship Hardship Withdrawal Requirements Other In-Service Withdrawals Taxes on Withdrawals Loans Repayments Interest on Your Loan Security on Your Loan... 22

3 TABLE OF CONTENTS [Continued] Page APPLYING FOR PLAN BENEFITS Appealing Any Claims Denied HOW CONTRIBUTIONS AND YOUR BENEFITS ARE TAXED Contributions Withdrawals, Loans, and Distributions In-Service Withdrawals Loans Lump-Sum Distribution Defined Taxable Portion of Lump-Sum Distribution Averaging Treatment and Other Special Provisions Rollover Treatment Special Rule for non-roth Rollovers to a Roth IRA Distribution of CoreLogic, Inc. Common Shares Additional Taxes (Early Withdrawal Penalty) Company Deduction Summary THE FUTURE OF THE PLAN Plan Amendment Plan Termination Effect of Plan Termination Sale of Business Merger, Consolidation, or Transfer Pension Benefit Guaranty Corporation OTHER PLAN INFORMATION No Employment Contract No Assignment of Benefits Payments in Case of Incompetency Source of Benefit Payments Inability to Locate You Top-Heavy Provisions Final Authority Governing the Terms of the Plan ADMINISTRATIVE INFORMATION Official Plan Name Plan Identification Numbers Plan Sponsor Employers Whose Employees are Covered by the Plan Type of Plan Plan Financial Year Plan Administrator Plan Trust Fund and Trustee Agent for Service of Legal Process ii-

4 TABLE OF CONTENTS [Continued] Page STATEMENT OF YOUR LEGAL RIGHTS UNDER ERISA CERTAIN INFORMATION CERTAIN RESTRICTIONS ON THE RESALE OF SHARES CERTAIN RESTRICTIONS ON PURCHASE AND SALE OF SHARES WITHIN THE PLAN DOCUMENTS INCORPORATED BY REFERENCE AVAILABLE INFORMATION iii-

5 HIGHLIGHTS OF THE CORELOGIC, INC. 401(k) SAVINGS PLAN Financial security in your retirement takes planning and preparation now. The Plan helps you build income towards retirement to supplement income from other sources such as other qualified retirement plans and Social Security. Please note that in this SPD, references to the Company refer to CoreLogic, Inc. and/or its affiliates who have adopted the Plan. When you participate in the Plan, you get the advantages of: Saving on taxes when you make pre-tax contributions to the Plan. Each year, you can contribute from 1% to 80% of your eligible pay to the Plan up to an annual limit set by the Internal Revenue Code (the Code ). Your contributions come out of your eligiblepay before federal and, in most states, state income taxes are applied. This reduces your total taxable income, which generally means you pay less in income taxes. Paying taxes now to avoid taxes later by making Roth contributions to the Plan. Each year, you can contribute from 1% to 80% of your eligible pay to the Plan, up to an annual limit set by the Code. Your contributions come out of your eligible pay after federal and state income taxes are applied. If certain requirements described below are satisfied, no taxes are due on when the contributions and any earnings are later distributed. Receiving contributions that the Company may make to the Plan. Each year, the Company may make a discretionary matching contribution equal to a specified level of your current pre-tax or Roth contributions to the Plan. The Company may also make profit sharing contributions to the Plan. References to Company contributions refer to both matching and profit sharing contributions that may be made by the Company. Investing your Plan account among several investment funds. You can invest in your choice of one or more of these funds, which have investment strategies ranging from conservative to aggressive. The T. Rowe Price Retirement Income Fund and T. Rowe Price Retirement Fund are lifecycle investment options that allow you to select the fund that best matches your expected retirement year. The rest of this SPD includes more details about the Plan. If you have questions about the Plan that are not answered here, please access Fidelity NetBenefits at or call the CoreLogic Service Center at You log in initially with the last 4 digits of your social security number, first name, last name and date of birth. After the initial log in, you can change your username and password. -1-

6 ELIGIBILITY You are eligible to participate in the Plan as soon as practicable after you meet the following requirements: You are at least 18 years of age; and You have completed 1 hour of service with the Company. If you are on an approved leave of absence on the date you become eligible to participate in the Plan, your eligibility will begin on the date you are first credited with one hour of service following the leave. Employees Not Eligible The following employees are not eligible to participate in the Plan: Leased employees, as that term is defined under Code 414(n)(2); Employees covered by a collective bargaining agreement in which retirement benefits were the subject of good faith bargaining, unless such agreement provides for participation of those Employees in this Plan; Employees who are nonresident aliens and who receive no earned income from the Company that qualifies as income from United States sources; Employees scheduled to work on an as needed basis; and Independent contractors providing services to the Company, and any individual that is not designated an employee by his or her employer (regardless of whether the Internal Revenue Service, Department of Labor, or any other governmental agency, court, or other tribunal, designates the individual in question as such). Change of Employment Status Once you begin participating in the Plan, your participation continues until your employment with the Company ends. If you change to an ineligible status (such as you become an employee of an affiliate that has not adopted the Plan) your account will remain in the Plan until your termination of employment with the Company or with any nonparticipating affiliate of the Company, but you will not be eligible to make contributions to the Plan or to share in any profit sharing contribution the Company may make with respect to your eligible pay earned on or after the date you change to an ineligible status. If you satisfied the eligibility requirement above, and you leave the Company and are later rehired as an employee eligible to participate in the Plan, you will become a Plan participant as soon as practicable following the date you are reemployed by the Company. If you did not satisfy the eligibility requirement above, and you leave the Company and are later rehired as an employee eligible to participate, you will become a Plan participant following your date of hire as soon as practicable after you attain age 18 and complete 1 hour of service with the Company. However, you will have to access Fidelity NetBenefits at or call the CoreLogic Service Center at to resume your contributions. -2-

7 Transfers If you transfer from a position that is ineligible for participation in the Plan to an eligible position, you may participate in the Plan on the first day of the calendar month coincident with or following the later of the date you: Reach age 18; or Complete 1 hour of service with the Company (including, for this purpose, your service with nonparticipating affiliates of the Company). -3-

8 ENROLLING IN THE PLAN You need to enroll in the Plan in order to make contributions to your Plan account. You may enroll in the Plan at any time; however, you must meet the eligibility requirements explained in the Eligibility section above before contributions to your Plan account will begin. If you decide not to enroll when you are first eligible, you can enroll at any time afterward. You must enroll by the Friday prior to a paycheck date in order to have your contribution begin with that paycheck. Once your participation begins, regular pre-tax and/or Roth contributions, referred to in this SPD as pre-tax deferrals or Roth deferrals, are deducted from your eligible pay. Automatic Enrollment The Plan uses an automatic enrollment procedure for all new hires and newly eligible employees (e.g., employee turns age 18). Unless you direct otherwise within the election period, you will be enrolled automatically in the Plan generally effective 60 days after becoming eligible to participate in the Plan, and pretax contributions (will not be made as Roth contributions) of three percent (3%) of your eligible pay will be deducted from your paycheck and contributed to your account. Your account will be subject to the terms of the Plan, including the restrictions on the withdrawal and required distribution of the money in your account. If you do not want any portion of your eligible pay to be automatically contributed to the Plan, or you want a different percentage contributed, or you want to make Roth contributions instead, you must access your account on Fidelity NetBenefits at or call the CoreLogic Service Center at within the first 60 days of your employment. If you do not opt out before an automatic contribution is deducted from your eligible pay, these contributions will remain in the Plan until you become eligible to request a distribution from the Plan. One-Time Automatic Enrollment of Inactive Participants Effective July 28, 2015, if your combined pretax and/or Roth contribution percentage is zero percent (0%), you will be enrolled automatically in the Plan, and pretax contributions (will not be made as Roth contributions) of three percent (3%) of your eligible pay will be deducted from your August 14, 2015 paycheck, unless you elect not to contribute or elect to contribute pretax and/or Roth contributions at a different percentage, between June 2 and July 28, Your account will be subject to the terms of the Plan, including the restrictions on the withdrawal and required distribution of the money in your account. If you affirmatively elected within the 6 months period prior to July 28, 2015, not to participate in the Plan or to make pretax and/or Roth contributions of a different percentage, you will not be subject to the one-time automatic enrollment described in this paragraph. If you do not want any portion of your eligible pay to be automatically contributed to the Plan during this one-time automatic enrollment, or you want a different percentage contributed as pretax and/or Roth contributions instead, you must access your account on Fidelity NetBenefits at or call the CoreLogic Service Center at If you do not opt out before the one-time automatic contribution is deducted from your eligible pay, these contributions will remain in the Plan until you become eligible to request a distribution from the Plan. -4-

9 Automatic Increase Effective July 1, 2015, regardless of whether you were automatically enrolled in the Plan or are affirmatively contributing to the Plan, if your combined pretax and/or Roth contribution percentage is between one percent (1%) and five percent (5%) of your eligible pay and within the 6 months period prior to July 1 of each year, you do not make an affirmative election not to participate in the automatic increase program, your pretax or Roth contribution percentage will be increased by one percent (1%). The automatic increase will occur on July 1 of each year including the 2015 Plan Year. The initial automatic increase will occur with your July 17, 2015 paycheck (unless you elect between June 2 and July 1, 2015 not to participate in the automatic increase program). The automatic increase of 1% of your eligible pay will continue each year until your combined pretax and/or Roth contribution percentage reaches six percent (6%) of your eligible pay. The automatic increase will be applied to your pretax and Roth contribution accounts based on your preferred election. For example, if you are contributing a higher percentage to your pretax account than your Roth account, then all automatic increases will be applied to your pretax account. If, however, you are contributing equally to both your pretax and Roth accounts, then all automatic increases will be applied to your pretax account. How to Enroll To change the percentage of your eligible pay you want to contribute and how the contributions to your Plan account should be invested, you need to access Fidelity NetBenefits at or call the CoreLogic Service Center at Naming a Beneficiary When you enroll in the Plan, it is very important that you name a beneficiary. Your beneficiary is the person who will receive your Plan benefits if you die. Under current law, if you re married, your spouse is automatically your primary beneficiary. If you want to name someone other than your spouse as your primary beneficiary, your spouse will need to consent to your choice by signing a Beneficiary Designation Form, in the presence of a notary public or a Plan representative. If you ever want to change your beneficiary, you must complete and file a new Beneficiary Designation Form, which you can access from Fidelity NetBenefits at or by calling the CoreLogic Service Center at Notwithstanding the foregoing, you will be able go to Fidelity NetBenefits at to name your beneficiary and the paper Beneficiary Designation Form described above will no longer be available, though the existing spousal consent procedures will remain the same. If you die, the full value of your Plan account will be paid to your beneficiary. The full value of your Plan account includes all your pre-tax and/or Roth contributions, Company contributions, and any rollover contributions; plus or minus investment earnings or losses and Plan expenses. See How Your Benefits Are Paid later in this SPD for more information. -5-

10 If you have not named a beneficiary by means of a valid beneficiary designation as described in this section, or if your beneficiary dies before you do, the full value of your Plan account will be distributed in the following order: To your spouse; or To your estate. If the Committee receives written proof of the dissolution of marriage of a participant prior to distribution, any designation of the participant s former spouse as beneficiary will be treated as though the former spouse predeceased the participant unless the participant executed a beneficiary form naming the former spouse after the dissolution or pursuant to a court order. CONTRIBUTIONS: BUILDING YOUR SAVINGS The Plan is designed to help you build income for retirement from four sources: Your pre-tax deferrals (the amount you contribute to the Plan on a pre-tax basis); Your Roth deferrals (the amount you contribute to the Plan on an after-tax basis); Matching contributions that may be made by the Company; and Profit sharing contributions that may be made by the Company. In addition, if you participated in another employer s 401(k) plan or qualified retirement plan and you received a payment from that plan, you may be eligible to roll over that money into the Plan. You may invest your Plan account in your choice of one or more of several investment funds offered under the Plan. See the Your Investment Options section of this SPD for more information. Your Deferrals Each year, you may contribute to the Plan any whole percentage of your eligible pay from 1% to 80%, up to the annual contribution maximums set by the Code. See Maximums on Contributions later in this section for more information. You must designate whether your deferrals will be on a pre-tax and/or an after-tax basis (Roth deferrals) at the time you make your deferral election. If you want some deferrals to be made on a pre-tax basis and others to be as Roth deferrals, you must designate what percentage will be made pre-tax and what percentage will constitute Roth deferrals. Once made, your election will be irrevocable (that is, Roth deferrals already made to the Plan cannot later be recharacterized as pre-tax deferrals). You may, however, change your pre-tax and/or Roth designation for future deferrals at any time. For purposes of figuring the dollar amount of your deferrals, your eligible pay is the salary or wages you earn from the Company, plus any overtime, commissions, and bonuses payable in the form of cash to you, while you are participating in the Plan. Your pay, however, will exclude the following items: (i) fringe benefits (cash or non-cash); (ii) moving expenses; (iii) reimbursements or other expense allowances; (iv) non-cash bonus gift cards; (v) wellness bonuses; (vi) any stock, stock options, or stock warrants; (vii) any equity-based awards or programs, including but not limited to stock appreciation rights and phantom stock, and non- -6-

11 qualified deferred compensation; (viii) short-term disability benefits received pursuant to the CoreLogic Consolidated Welfare Benefits and Cafeteria Plan; (ix) Back Pay; and (x) any other form of remuneration not payable in cash. The term Back Pay means any payment awarded to you by an administrative agency or court or as a result of an agreement by the Company to compensate you for lost wages. Pre-tax Deferrals Your pre-tax deferrals are taken out of your eligible pay before your pre-tax share of benefit costs under other Company benefit plans, federal income taxes and, in most states, state income taxes are applied. That means the Company reduces your eligible pay by the amount you elect to contribute, and then puts the money directly into the Plan instead of paying it to you. As a result, you do not pay income taxes on those contributions until you take them out of the Plan. Here is an example of how you can save on taxes when you make pre-tax deferrals to the Plan. Assume your annual pay is $40,000 and you contribute 5% of your eligible pay ($2,000) to the Plan as pre-tax deferrals. Assuming a federal income tax rate of 15%, you would save $300 ($2,000 x 15%) in federal income taxes by saving for retirement through pre-tax deferrals under the Plan. In most states, you would also save on state income taxes. Here is how your taxes would be calculated under these assumptions: Pre-tax deferrals No Pre-tax deferrals Annual pay... $40,000 $40,000 Minus pre-tax deferrals (401(k) contributions)... (2,000) 0 Taxable pay... $38,000 $40,000 Federal income taxes at 15%... $ 5,700 $ 6,000 Annual federal income tax savings with pre-tax deferrals... $ 300 $ 0 Effects of Pre-tax Deferrals on Other Benefits Although your pre-tax deferrals to the Plan reduce your taxable income, they do not reduce the pay used to figure your benefits under the Company s other benefit programs. Your life insurance, disability benefits, and other pay-related benefit programs are based on your unreduced pay. -7-

12 Effects of Pre-tax Deferrals on Social Security Taxes and Benefits You pay Social Security taxes on your pre-tax deferrals at the time they go into the Plan. Therefore, contributing to the Plan does not affect your Social Security taxes or benefits. You will not pay Social Security taxes on any Company contributions that the Company may make. Roth Deferrals Except with respect to the application of income taxes to Roth deferrals and to the distribution of amounts attributable to Roth deferrals (described below), Roth deferrals are subject to the same rules applicable to pre-tax deferrals. In other words, pre-tax and Roth deferrals are added together to determine whether you have hit the federal tax law limit on deferral contributions ($17,500 in 2014 for those not eligible to make age 50 and over catch-up contributions) or the Plan s deferral limit. See the section on Maximums on Contributions below for more information. For example, if you have annual pay of $30,000 and elect to make Roth deferrals to the Plan equal to 5% of your eligible pay, your Roth deferrals to the Plan will equal $1,500 (5% of $30,000). The tax withholding applicable to the amount you have elected to contribute to the Plan as a Roth deferral will be applied against the remainder of your eligible pay. In the event that the Plan administrator distributes amounts attributable to excess deferral contributions to highly compensated employees as a result of the nondiscrimination test applicable to deferred contributions, the total amount of the distribution for a highly compensated employee who made both pre-tax and Roth deferrals during the applicable year will be allocated on a pro-rata basis between pre-tax and Roth deferrals. Discretionary Company Matching Contributions The Company, at its discretion, may make a matching contribution for a Plan year. Any matching contributions that the Company may make for a Plan year may be made in the form of cash, CoreLogic, Inc. common shares, or a combination of the two, as determined by the administrative committee. The amount of any Company matching contribution will be determined by CoreLogic Inc. s Board of Directors (the Board ) or its delegate each Plan year. If a matching contribution is made, the amount will be allocated among eligible participants as a specified percentage of the amount of pre-tax and/or Roth deferrals contributed to the Plan by each eligible participant during the Plan year, as announced by CoreLogic, Inc. for that Plan year. An eligible participant for purposes of sharing in the allocation of any matching contribution that may be made by the Company is an employee who has made contributions to the Plan during the Plan year and is: An employee of the Company on the last business day of the Plan year for which the matching contribution is made; or An employee whose employment ended during the Plan year for which the matching contribution is made on account of retirement, disability or death. You are treated as having retired for this purpose if your employment with the Company ends after you have reached -8-

13 Normal Retirement Age (65) or attained age 55 and completed three years of service with the Company. For this purpose, you will be credited with one full year of service for each Plan year in which you complete at least 1,000 hours of service. If you are credited with hours of service for less than the full Plan year, you will be credited with a fractional year of service, provided the hours of service credited during the Plan year would, if annualized, equal or exceed 1,000. You are also considered disabled for purposes of the Plan if your condition constitutes total disability under the Social Security Act or if a licensed physician determines that you are not able to engage in any gainful activity by reason of any medically determinable physical or mental impairment that can be expected to result in death or which has lasted or can be expected to last for a continuous period of no less than 12 months. An employee who ceased to be an eligible participant in the Plan or terminated employment with the Company due to an acquisition or disposition described in Code section 410(b)(6)(C) or the regulations thereunder, which occurs during the period August 1, 2014 to December 31, 2014, and who immediately after the acquisition or disposition is employed by the purchaser. In such a case, the matching contribution made to such eligible participant will be based on the pay received while employed by the Company. Discretionary Profit Sharing Contributions In some years, the Company may make profit sharing contributions to the Plan. The amount of any profit sharing contributions will be determined by the Board or its delegate. To be eligible to share in any profit sharing contributions for a Plan year, you do not need to make pre-tax or Roth deferrals. However, you must be an eligible participant for that Plan year under the Plan. An eligible participant for purposes of sharing in the allocation of any profit sharing contributions is: An employee who is eligible to participate in the Plan on the last business day of the Plan year; An employee who is ineligible to participate in the Plan on the last business day of the year but had been credited with at least 1,000 hours of service during the Plan year while eligible to participate in the Plan and before becoming ineligible; or An employee whose employment ended during the Plan year while eligible to participate in the Plan on account of retirement on or after attaining age 65, disability (as defined above in Discretionary Company Matching Contributions) or death, regardless of the employee s hours of service for the Plan year. For purposes of calculating the hour requirements noted above, an hour of service means any hour for which you are paid or are entitled to be paid by the Company or an affiliate of the Company. This includes vacation, holidays, illness, disability, layoff, jury duty, certain military service, or leaves of absence. You will be credited with 190 Hours of Service for each month for which such Employee is credited with at least one Hour of Service. Hour of Service generally means each hour for which an Employee is paid or entitled to payment by the Company for the performance of duties. -9-

14 In Plan years when profit sharing contributions are made and you are an eligible participant, profit sharing contributions will be made in the form of cash, CoreLogic, Inc. common shares, or a combination of the two, as determined by the administrative committee, and allocated to your Plan account based on the ratio of your pay received from the Company while a participant during that Plan year to the pay of all eligible participants for that Plan year. Rollover Contributions If you participated in another employer s qualified plan and you are eligible to participate in the Plan, you may be eligible to roll over or provide for a direct trustee-to-trustee transfer of your account balance from your former plan into the Plan. You can roll over or transfer the taxable portion of your account or Roth contributions if the prior plan accepted Roth deferrals and properly segregated them from other contributions. A qualified plan is a retirement benefit plan that can offer tax advantages to plan participants and sponsoring employers only if it meets certain Code requirements. Access Fidelity s NetBenefits at or call the CoreLogic Service Center at in order to get information about rolling your money over into the Plan. The rollover and trustee-to-trustee transfer rules explained later under How Contributions and Your Benefits Are Taxed apply to any trustee-to-trustee transfer or rollover contributions you make to the Plan. As that section explains, you will be able to avoid withholding taxes and other potential penalties if you choose a trustee-to-trustee transfer instead of a rollover after payment to you. The administrative committee may require you to provide certain documents before accepting your trustee-to-trustee transfer or rollover contribution to the Plan (such as IRS Form 1099 or a copy of the original distribution check). Rollover or trustee-to-trustee contributions will be accepted by the Plan only if you provide the required documents. If you want to make a rollover or trustee-to-trustee contribution, you must complete a Rollover Contribution Form. A Rollover Contribution Form will be provided in the enrollment guide you receive soon after your employment begins and is also available on Fidelity NetBenefits at or by calling the CoreLogic Service Center at The Plan will allow Roth in-plan rollovers. Any vested amount in your Plan account (other than an amount held in your Roth deferral account, Roth catch-up account, or Roth rollover account) may be transferred to your Roth in-plan rollover account through an in-kind transaction. However, you are eligible for a Roth in-plan rollover only if it is made: On or after you attain age 59½; By your beneficiary (or alternate payee) on or after your death *subject to additional requirements described below); Upon you suffering a disability; or Pursuant to a qualified reservist distribution (see the section on Other In-Service Withdrawals for more information). -10-

15 In-service rollover withdrawal In the event of your death, a Roth in-plan rollover can be elected by your beneficiary only if he or she is a surviving spouse and by an alternate payee only if he or she is a spouse or former spouse. If you elect to perform a Roth in-plan rollover, the fair market value (reduced by any basis) of the securities being transferred is includible in your gross income in the taxable year that the Roth in-plan rollover occurs. This is because the amounts in your eligible Plan account were contributed on a pre-tax basis. By electing to convert your eligible Plan account to your Roth inplan account, you are choosing to pay federal income taxes (and income tax in most states) at the time of rollover rather than at the time your Plan account is distributed to you. The federal income tax cannot be paid from the amount rolled over or from your Plan account. An in-plan Roth rollover cannot be reversed after the transfer is made. In-Kind Rollovers of Participant Loans Upon approval by the administrative committee, the Plan will allow in-kind rollovers of participant loans which, to the satisfaction of the administrative committee, meet the requirements of Code section 72(p), on behalf of a participant who becomes an employee in connection with an acquisition by the Company and whose loan has become due and payable as a result of the acquisition. Maximums on Contributions The Code limits the amount of your pre-tax deferrals in any year. The maximum you can contribute is subject to change each year. The maximum combined pre-tax and Roth deferral limit for 2014 is $17,500. After 2014, the maximum will be subject to annual cost of-living adjustments. See Contributions under How Contributions and Your Benefits Are Taxed below for information on determining the maximum contribution. Also, if you are age 50 or over, a higher maximum contribution limit may be applicable as explained under Catch-Up Contributions below. Contributions on behalf of certain highly compensated employees may be limited during the year to comply with government regulations. Compensation in excess of the compensation limit contained in the Code ($260,000 in calendar year 2014 and subject to cost-of-living adjustments in future years) cannot be counted for purposes of the Plan. The Code also requires that deferrals by participants under the Plan and any matching contributions made by the Company to the Plan do not discriminate in favor of highly compensated employees. In addition, the Code limits the total amount of contributions that can be made on behalf of a Plan participant in any year. In any year when any of these requirements are not met, amounts going into the Plan may be reduced for certain participants (usually highly compensated employees) and excess contributions (including any investment gain related to them) may be distributed or forfeited, depending on the circumstances. Anyone affected by these rules will be notified. -11-

16 Catch-Up Contributions As noted above, the generally applicable maximum amount of combined pre-tax and Roth deferrals permitted under the Code is $17,500 in However, it may be possible for you to make additional deferrals under the Plan. The maximum additional deferral, called a catch-up contribution, is $5,500 for calendar year This means that the total combined pre-tax and Roth deferral that can be made by a catch-up eligible employee is $23,000 in After 2014, the maximum amount of catch-up contributions permitted under the Code will be subject to annual cost-of-living adjustments. You are a catch-up eligible employee in any year if you are age 50 or over and you make the otherwise applicable maximum deferral permissible under the Plan. For purposes of catch-up contribution eligibility, you are considered to be age 50 as of January 1 of the year in which your 50 th birthday occurs. Catch-up contributions are not taken into account when determining the maximum amount of deferrals that the Code permits you to make each Plan year (as described in Maximums on Contributions, above). If you are a catch-up eligible employee, you can elect to make catch-up contributions during any Plan year by accessing Fidelity NetBenefits at or by calling the CoreLogic Service Center at The amount of your deferrals that are in excess of the otherwise applicable limits will be determined at the end of the Plan year. That is, your total pre-tax and Roth deferrals for the Plan year, including your catch-up contributions, will be compared to the limit that would otherwise be applicable (for example, limitations under the Code or limitations under the terms of the Plan). If, at the end of the Plan year, your total deferrals, including your catch-up contributions, do not exceed the otherwise applicable limits, the catch-up contributions will be re-characterized as pre-tax or Roth deferrals (as applicable) and these re-characterized contributions will be eligible for any matching contributions that the Company may make for that Plan year. Special Contribution Rules for Participants Returning From Military Leave To the extent required by applicable federal law, including the Uniformed Services Employment and Reemployment Rights Act of 1994 ( USERRA ), if you return to employment after cumulative military service of up to five years and qualify for reemployment under such applicable federal law, then you (to the extent you would otherwise qualify for participation in the Plan) will have the right to make up contributions missed while you were on military leave and the Company will contribute whatever matching contributions and profit sharing contributions (to the extent required by USERRA), you would have otherwise been entitled to. You must contribute any such make-up contributions within the lesser of (i) three times the period of you military service, or (ii) five years. However, you will have no right to share in any forfeiture allocations occurring during your period of military service. Likewise, no earnings or losses will be credited on your account until the contributions actually are made. Contributions will be based on the pay you would have earned if you had not entered the military, or, if that determination is not reasonably certain, the pay earned during the 12-month period prior to entering the military. -12-

17 If the Company pays you differential pay while on military leave (i.e., up to the difference between the pay you earn while on leave and the pay you would have earned with the Company), such differential pay is considered eligible pay for purposes of deferrals, and you may contribute such pay to the Plan and receive matching contributions and profit sharing contributions thereon. Survivor and Disability Payments with Respect to Qualified Military Service If you die on or after January 1, 2007 while performing qualified military service (as defined by the Uniformed Services Employment and Reemployment Rights Act), your beneficiary will be entitled to any additional benefits (other than benefit accruals relating to the period of such service) provided under the Plan had you resumed and then terminated employment on account of death. If you die or are disabled while performing qualified military service, the Company will contribute matching contributions and profit sharing contributions as if you had returned to the Company and made up your missed contributions as provided below. The Company will make these payments for the lesser of (i) your 12-month period of service immediately prior to your qualified military service, or (ii) if your service is less than 12-months, the actual length of your continuous service. To determine the amount of Company contributions you will receive, the Company will use the average amount of contributions you made to the Plan for the 12-months prior to the qualified military service, or if shorter, the average contributions you made for the shorter period of time you were with the Company, and will deem your pay to be equal to the pay you earned for the same time period. YOUR INVESTMENT OPTIONS You decide how to invest your Plan account and you will automatically receive confirmation of your investment elections from the Plan trustee. You may divide your Plan account in multiples of 1% among the available investment options. The total percentages you allocate among the available investment options must equal 100%. To help achieve retirement security, you should give careful consideration to the benefits of a well-balanced and diversified investment portfolio. Spreading your assets among different types of investments can help you achieve a favorable rate of return, while minimizing your overall risk of losing money. This is because market or other economic conditions that cause one category of assets, or one particular security, to perform very well often cause another asset category, or another particular security, to perform poorly. If you invest more than 20 percent of your retirement savings in any one company or industry, your savings may not be properly diversified. Although diversification is not a guarantee against loss, it is an effective strategy to help you manage investment risk. In deciding how to invest your retirement savings, you should take into account all of your assets, including any retirement savings outside of the Plan. No single approach is right for everyone because, among other factors, individuals have different financial goals, different time horizons for meeting their goals, and different tolerances for risk. Therefore, you should carefully consider the rights described in this SPD and how these rights affect the amount of money that you invest in Company stock through the Plan. -13-

18 It is also important to periodically review your investment portfolio, your investment objectives, and the investment options under the Plan to help ensure that your retirement savings will meet your retirement goals. If you do not choose from the investment options, then all amounts in your account will automatically be invested in the age appropriate T. Rowe Price Retirement Income Fund and T. Rowe Price Retirement Fund, as the default fund, which is a targeted-retirement-date fund (described below). If your contributions are invested automatically for you, then you can still change your investment funds without any financial penalty. The Plan allows you to invest your Plan account among different types of mutual fund investments, such as stock and bond, domestic and foreign equity, and large and small company funds. The Plan also allows you to invest in Company stock. The types of investments available in the Plan are listed below in order from most conservative to most aggressive, followed by the T. Rowe Price Retirement Income Fund and T. Rowe Price Retirement Fund. To learn more about your available investment options, access Fidelity NetBenefits at or call the CoreLogic Service Center at Money Market Fund. Money market funds invest in short-term cash equivalents and money market investments. The objective is to obtain current income while preserving capital and maintaining liquidity. This type of fund is the least aggressive fund offered under the Plan. Bond Fund. Bond funds may invest in all types of bonds, including U.S. government, corporate, mortgage, and foreign bonds varying in duration. The objective is to preserve initial principal and accrued interest, and obtain current income. This type of fund is slightly more aggressive than a money market fund, generally providing slightly higher earnings than a money market fund. Balanced Fund. Balanced funds invest approximately 60% of their assets in stocks and other equity securities, and the remainder in bonds. The objective is to provide income and capital growth consistent with reasonable risk. This type of fund is more aggressive than a bond fund because of its exposure to equities. Large-Cap Growth Fund. These funds invest in stocks of large U.S. companies. The objective is to seek returns from capital growth and dividends of stocks of larger U.S. companies. This type of fund is more aggressive than a balanced fund, with the potential for higher long-term investment returns. Small- or Mid-Cap Stock Fund. These funds invest in stocks of small or mid-sized U.S. companies. The objective is to seek long-term return from capital growth. These funds are more aggressive than large-cap stock funds. International Stock Fund. International stock funds invest in stocks of non-u.s. companies and governments. The objective is to seek long-term capital growth opportunities in non- U.S. stocks. This type of fund is more aggressive than small- or mid-cap stock funds. -14-

19 Company Stock Fund. This fund invests in the common shares of CoreLogic, Inc. and such other assets, awaiting investment in CoreLogic, Inc. shares, as the Plan trustee, Fidelity Management Trust Company, considers advisable. The Plan trustee may purchase CoreLogic, Inc. shares for the fund from CoreLogic, Inc. or on the open market. If purchased from CoreLogic, Inc., the common shares will be valued at their closing price on the day the stock was purchased or, if no sales of Company Stock occurred on the open market that day, on the next preceding day when the Company Stock was traded. You will be given the opportunity to exercise shareholder voting rights, tender offer rights, and other similar rights of the Company Stock that reflect your investment in this fund. The Company Stock Fund is one of the most aggressive funds, primarily because it is the least diversified fund. Target-Date Funds. These funds are lifecycle investment options that allow you to select the fund that best matches your expected retirement year. They are designed for investors who want a simple yet diversified approach to investing for their retirement. Each fund will gradually adopt a more conservative asset allocation as it approaches its target retirement date. The administrative committee can add, change, or eliminate investment funds at any time. In addition, it may change the mutual fund or other pooled arrangement in which an investment fund is invested. Under normal circumstances, you will be notified and given the opportunity to change your investment election before any such change is made. Important Points About Investment All investment involves some degree of risk. The performance of any of the Plan s investment funds cannot be predicted, controlled, or guaranteed by the Company, the administrative committee, the investment fund managers, or the Plan trustee. It is important to remember that the value of your investment in any fund will vary with the performance of that fund, stock and bond market performance, and general economic conditions. Because you (rather than the Company, the administrative committee, the investment fund managers, or the Plan trustee) select how your Plan account is invested, the Company, the committee, the managers of the investment funds offered under the Plan, and the Plan trustee have no liability for any losses that are the direct result of your investment instructions. You are completely responsible for making your own investment decisions and for the consequences of those decisions. The Plan is intended to constitute a plan described in Section 404(c) of the Employee Retirement Income Security Act of 1974, as amended ( ERISA ) and related Labor Department regulations. That means that you will be responsible for any losses that result from your choices among the various investment funds available under the Plan. Plan fiduciaries may be relieved of liability for any losses that are the direct result of investment instructions given by a participant or a beneficiary, or for any losses that are the direct result of the Plan s automatic investment in a Qualified Default Investment Alternative (as defined below). You are solely responsible for your own investment decisions, including any decision in selecting among the various options made available from time to time. You should bear in mind -15-

20 that risk is involved in all investment options under the Plan, and there can be no guarantee that your accounts will not decrease in value. In order to qualify for fiduciary relief for default investments, a Plan fiduciary must: (i) invest assets in a Qualified Default Investment Alternative (as defined below); (ii) provide an opportunity for you to direct the investment of assets in your accounts; (iii) furnish a notice to you at least 30 days in advance of the first investment (or when you first join the Plan), and within at least 30 days in advance of each subsequent year; (iv) provide you with any material that was provided to the Plan relating to your investment in a Qualified Default Investment Alternative; (v) afford you the opportunity to transfer such assets to any other investment alternative available under the Plan without financial penalty; and (vi) offer a broad range of investment alternatives. The T. Rowe Price Retirement Income Fund and T. Rowe Price Retirement Fund have been selected as the designated default option for the Plan as is described in more detail above. The T. Rowe Price Retirement Income Fund and T. Rowe Price Retirement Fund qualify as a Qualified Default Investment Alternative ( QDIA ). Under the Plan, any contributions for which you do not provide investment direction will be invested in the age appropriate T. Rowe Price Retirement Income Fund and T. Rowe Price Retirement Fund (the default option ). In order to qualify for the fiduciary relief mentioned above, a QDIA must meet all of the following requirements: It must not invest your contributions directly in employer securities; It must not impose financial penalties or otherwise restrict your ability to transfer, in whole or in part, your contributions to any other investment available under the Plan; It must either be managed by an investment manager, an investment company registered under the Investment Company Act of 1940, the Plan sponsor, or a named Plan fiduciary (such as the Plan Committee); It must be diversified in order to lessen the likelihood of large losses, and the Plan must offer a broad range of investment alternatives; and It must provide long-term appreciation and capital preservation through a mix of investments in equity and fixed-income investments at a level of risk targeted at what is appropriate for participants target retirement date. T. Rowe Price Retirement Income Fund and T. Rowe Price Retirement Fund invest across multiple asset classes to diversify and control risk, based on each specified life cycle fund s target retirement date, which adjusts over time to increase the fixed-income allocation, decrease the equity component, and lessen overall risk as the target retirement date approaches. You have the right under the Plan to direct the investments of your current and future contributions as well as the company s current and future contributions to your Plan account to any of the Plan s available investment options. However, unless you provide alternative directions, these contributions and/or the portion of your Plan account that is currently invested in the Plan default option will continue to be invested in the default option. -16-

21 The T. Rowe Price Retirement Income Fund and T. Rowe Price Retirement Fund are a type of lifecycle fund called a retirement target-date fund, meaning each portfolio s assets are allocated based on the assumption that the person holding its shares will retire at a time close to the year indicated by the portfolio s name. Each T. Rowe Price Retirement Income Fund and T. Rowe Price Retirement Fund invests in a diversified portfolio across asset classes. Fund assets are allocated more aggressively the farther away the retirement target date and gradually become more conservative by reducing their equity allocations and increasing their fixedincome and short-term holdings as the target date approaches. Each T. Rowe Price Retirement Income Fund and T. Rowe Price Retirement Fund seeks to provide high total returns until the designated target date. You will be placed in the T. Rowe Price Retirement Income Fund and T. Rowe Price Retirement Fund that most closely fits with a target retirement date of age 65. Fidelity Management Trust Company, as the Plan trustee, has been designated by the administrative committee as the fiduciary responsible for receiving and acting on your investment directions. In certain circumstances, the Plan trustee may refuse to comply with your investment instructions (for example, when they are not in accordance with the legal Plan document or in certain other unusual circumstances). You will be notified if this occurs. While the Plan trustee provides you with information about your investment alternatives, neither the Plan trustee nor the Company can advise you on how to invest your Plan account. No employee or agent of the Plan trustee or the Company is authorized to provide you with investment advice. Consequently, you may wish to consult a financial adviser before making your investment decision. If you have questions about the investment funds, please access your account on Fidelity NetBenefits at or call the CoreLogic Service Center at When you enroll or when you make an initial investment in a fund, you can view or request a free copy of any prospectus for the fund or funds in which you have chosen to invest your Plan account. Service Fees Service Fees are the expenses associated with the Plan. Service Fees include, but are not limited to, Trustee s commissions, custodial expenses, investment management and brokerage fees, actuarial fees, Participant advisory service or education fees, recordkeeping fees, and/or all other fees, expenses, and disbursements properly chargeable to the Plan or its underlying trust fund. The fees for these services are paid from the total annual operating expenses of one or more of the Plan s investment alternatives. However, participants will be assessed an establishment fee and an annual fee on any loans that he/she initiates. A fee for in-service withdrawals will also be assessed if you request this type of withdrawal. All Service Fees are paid by participants out of their account balances within the Plan trust fund, except when the Committee determines that such fees shall be paid by the Company, or allocated against one or more of the investment funds. Redemption Fees There is no standard for redemption fee calculations. Each fund family has a different definition of how long investments in the fund must be held before they can be sold without incurring a fee and the fee that will be charged when a sale occurs before the end of that time period. -17-

22 Redemption fees may be charged any time that you request a fund transfer if fulfilling your request to move your balance results in the sale of investments that have not been held for the required period from a fund that applies redemption fees. When you request a fund transfer, the instructions for the transaction will remind you that a fee may apply. Once your transaction has been processed, you will be able to see the amount of the fee by viewing your Account Activity at The amount of the fees assessed will also be displayed on your participant statement. You should check the fund prospectus to determine whether a redemption fee is applicable and, if so, the amount of the fees that may apply to a particular fund. Additional Information Available on Request Upon request, the Plan trustee will give you the following materials about the investment funds, to the extent that these materials are provided to the Plan trustee: An updated prospectus for any of the mutual funds selected by the administrative committee as investment funds for the Plan; Financial statements, reports, or similar relevant materials relating to the funds; A description of annual operating expenses of each investment fund (e.g., investment management fees, administration fees, and transaction costs of an investment fund that reduce the rate of return to participants and beneficiaries) and the aggregate amount of such expenses, stated as a percentage of the average net assets of the fund; The value of the portion of your Plan account that is invested in a particular fund; The value of shares or units of each investment fund, as well as the recent and past investment performance of each fund determined after expenses, on a reasonable and consistent basis; and A list of the assets held in each investment fund and the value of each asset in each investment fund or the portion it comprises of the investment fund. The administrative committee appointed by the Board is the designated fiduciary responsible for providing investment information. The administrative committee has appointed Fidelity Management Trust Company to assist it in carrying out these duties. To request any of these materials or any other information related to the investment funds, please contact the CoreLogic Service Center at Many of these materials are also available through Fidelity NetBenefits at Investment in Company Stock CoreLogic, Inc. will provide, without charge, to each person to whom this SPD is delivered, on the written or oral request of any such person, a copy of certain reports filed by CoreLogic, Inc., and the Plan pursuant to the Securities Exchange Act of 1934, as amended. See the Documents Incorporated by Reference and Available Information sections later in this SPD for more information regarding these reports and the procedure for obtaining copies of them. -18-

23 Fidelity Management Trust Company, as Plan trustee, is the designated fiduciary generally responsible for receiving directions on voting CoreLogic, Inc. common shares held in the Company Stock Fund and on exercising any tender offer or similar rights with respect to these shares. The Plan trustee, in coordination with the administrative committee, has established procedures to protect the confidentiality of these directions, as well as your election to invest (or not invest) in the Company Stock Fund. The Plan trustee will not disclose such directions to your employer, manager, or anyone else who does not have an immediate and legitimate reason to know for the proper administration of the Plan. In addition, if the administrative committee determines that there is a potential for undue influence in voting or exercising investment rights with respect to shares held by the fund in particular instances, it will appoint an independent fiduciary to receive directions with respect to such matters. Where direction is not received on how to vote CoreLogic, Inc. common shares held in the Company Stock Fund and allocated to your Plan account or on how to act with respect to any tender offer or similar rights with respect to CoreLogic, Inc. common shares, the Plan trustee will act as follows: Where direction is not received on how such shares are to be voted, the shares will be voted by the Plan trustee in the same proportions as are the shares for which instructions have been received. Where direction is not received as to whether a tender offer is to be accepted or rejected, such offer will be rejected by the Plan trustee with respect to all or any portion of such shares. Notwithstanding the foregoing or any other Plan provision to the contrary, for any pay period, you may not elect to contribute more than thirty percent (30%) of your pre-tax deferrals to the Company Stock Fund for such pay period. If your pre-tax deferral election in effect on March 30, 2007 directed the Plan to invest more than thirty percent (30%) of such pre-tax Deferrals into Company Stock, the amount of pre-tax Deferrals subject to such election that exceeded thirty percent (30%) was thereafter invested in the T. Rowe Price Retirement Income Fund or T. Rowe Price Retirement Fund applicable to the number of years remaining before you turn age 65 (February 24, 2010 for First Advantage employees). Dividends on CoreLogic, Inc. Common Stock At your election, cash dividends on shares of CoreLogic, Inc. common stock held on your behalf may either be reinvested in additional shares of CoreLogic, Inc. common stock to be held in the Company Stock Fund or paid to you in cash. Reinvesting the dividends in the Plan is the default option, unless you elect otherwise. The additional stock you buy and the dividends produced help your account grow. Taxes are deferred until you take money out of the Plan. Cash dividends paid directly to you are taxable to you as ordinary income in the year the dividends are paid; however, these dividends are not subject to the additional 10% penalty tax described in Additional Taxes under the section How Contributions and Your Benefits Are Taxed in the main part of this SPD. Cash dividends paid directly to you are not subject to mandatory income tax withholding rules. -19-

24 Cash dividends on shares of CoreLogic, Inc. common stock held on your behalf in your Plan account are tax deductible to the Company whether or not you elect to have such dividends paid directly to you. Please remember that making the election to take cash dividends means you will have less in your retirement account and you will not be able to defer the taxes until you retire. Dividends may also be paid in the form of shares of CoreLogic, Inc. common stock in the event of a stock split or a stock dividend. If this occurs, the shares will be allocated to your Plan account in the ratio that the number of shares in your Plan account immediately before the allocation bears to the total number of shares in the Plan accounts of all participants immediately before the allocation. You will have a reasonable opportunity before a dividend is paid or distributed in which to make an election. You will also have an opportunity to change your dividend election at least annually, but your dividend election will remain in effect until you change it. Your election with respect to any dividend will be irrevocable on the day before the date it is to be paid. Determining Plan Account Value Your pre-tax deferrals, any trustee-to-trustee or rollover contributions, and any Company contributions are valued separately. The value of your Plan account at any given time depends on a number of factors, including: The amounts you contribute; Any Company contributions made on your behalf; Investment gains and losses; Any withdrawals you make; and Plan expenses. The Plan trustee values your Plan account at the close of each business day. Each quarter, you will receive a statement showing all of your Plan account activity since the last statement. You may view or request a statement of your Plan account at any time by accessing Fidelity NetBenefits at or by calling the CoreLogic Service Center at CHANGING YOUR CONTRIBUTION AND INVESTMENT DECISIONS You may make changes in your pre-tax and/or Roth deferral contributions to the Plan and your investment elections at any time. To make such changes, you must access Fidelity NetBenefits at or call the CoreLogic Service Center at Changes to your pre-tax deferrals must be made by the Friday prior to a paycheck date in order to have your change begin with that paycheck. Stopping Your Contributions You may stop your pre-tax and/or Roth deferrals at any time by accessing Fidelity NetBenefits at or by calling the CoreLogic Service Center at Your request must be made by the Friday prior to a paycheck date in order to have your contributions stopped on that paycheck. -20-

25 VESTING Vesting means your right to collect the money in your Plan account if your employment with the Company ends for any reason. You are always 100% vested in your Plan account, which includes pre-tax and Roth deferrals, Company contributions, and trustee-to-trustee or rollover contributions, as adjusted by any investment gains or losses and Plan expenses that are allocated to your Plan account. You are also 100% vested in any subaccounts maintained under the Plan that contain amounts that are attributable to your participation in a former plan that has been merged into the Plan. HOW YOUR BENEFITS ARE PAID Your benefits from the Plan can be paid in a single lump sum as soon as administratively possible following the end of your employment with the Company (including, for this purpose, employment with nonparticipating affiliates). You are eligible to receive a lump sum payment of your Plan account if your employment ends for any reason, including: Termination of your employment by you or the Company; Disability; Retirement; or Your death (in this case, your Plan account would be paid to your beneficiary). If your Plan account balance does not exceed $1,000, your Plan account will be paid to you as soon as practicable after your employment ends. If your Plan account balance exceeds $1,000 but is less than or equal to $5,000 when a withdrawal or distribution could be made, your Plan account will be distributed in a direct rollover to an individual retirement plan with Fidelity, unless you elect otherwise (e.g., a payment to you or a rollover elsewhere). If your Plan account exceeds $5,000 when a withdrawal or distribution could be made, you must request a payment of your Plan account before your Plan account can be paid to you. Otherwise, your Plan account will be paid to you when you attain age 65 (and apply for benefits). If you are still employed by the Company (including, for this purpose, employment with nonparticipating affiliates of the Company) on or after age 65, generally, your Plan account will not be paid to you until you retire. In all cases, you are required to receive, or begin receiving, your account balances no later than April 1 of the calendar year following the year in which you attain age 70½ (or if later, the date you terminate employment with the Company, unless you are a five percent owner). Your beneficiary may also defer payment with respect to distribution of your Plan account if you die (provided deferral is not beyond December 31 of the year following the year you die or, if later than that date, December 31 of the year in which you would have attained age 70½). However, if your beneficiary is someone other than your spouse, payment cannot be deferred beyond December 31 of the fifth year following the date of your death. Your benefits will generally be paid in cash. However, if you or your beneficiary chooses, the portion of your Plan account invested in the Company Stock Fund can be paid in whole CoreLogic, Inc. common shares, as applicable, with cash being paid in lieu of fractional shares. You have the option of having your benefits paid directly to you or on your behalf to an individual retirement account ( IRA ) or another retirement plan qualified under section 401(a) of -21-

26 the Code, a 403(b) annuity plan, or a governmental 457 plan. There are some important tax rules regarding payments from the Plan you should know about. See How Contributions and Your Benefits Are Taxed later in this SPD for more information. WITHDRAWALS AND LOANS FROM THE PLAN The Plan s main purpose is to help you accumulate money for retirement. However, if you have a financial hardship, you may be able to take money out of your Plan account while you are still working for the Companyprovided money to meet the hardship is not available to you from other sources and other conditions are met. You may take an in-service withdrawal of all or a portion of your Plan account on or after attaining age 59½, whether or not you have a financial hardship. You may also withdraw any money you may have in the Plan from a trustee-to-trustee transfer or rollover contribution regardless of your age or the existence of a financial hardship. In addition, the Plan allows you access to a portion of your Plan account through loans. Financial hardship withdrawals, in-service withdrawals, and loans are paid only in cash. Defining Financial Hardship For purposes of the Plan, a financial hardship is considered to exist only if the administrative committee determines the participant to have an immediate and heavy financial need and that the participant has no other funds available to meet that need. Under the terms of the Plan, an immediate and heavy financial need can exist only for these reasons: Expenses for medical care that would be deductible under Code section 213(d) (determined without regard to whether the expenses exceed 7.5% of adjusted gross income); Costs directly related to the purchase of your primary residenceexcluding mortgage payments; The payment of tuition, related educational expenses, and room and board expenses for up to the next 12 months of post-secondary education for you, your spouse, or your tax dependents; The need to prevent your immediate eviction from your primary residence or immediate foreclosure on the mortgage of your primary residence; The payment of burial or funeral expenses for your deceased parent, spouse, child or other tax dependent; or Uninsured losses from natural disasters that would qualify for the casualty deduction under Code section 165 (determined without regard to whether the loss exceeds 10% of gross income). Hardship Withdrawal Requirements The withdrawal will be deemed necessary to satisfy an immediate and heavy financial need if all of the following requirements are met: -22-

27 The amount of the distribution must not be more than the amount of your immediate and heavy financial need. However, the amount of the distribution may include amounts necessary to pay any federal, state, and local income taxes and penalties that may result from the distribution; All withdrawals (other than hardship withdrawals) and all non-taxable loans currently available under the Plan and all other Company plans must have been obtained previously; Your deferrals under the Plan and any other contributions you make to other qualified plans and non-qualified plans of deferred compensation (including stock option, stock purchase, and similar plans) sponsored by the Company must be suspended for at least six months after you take a hardship withdrawal (you must re-enroll to start contributing again); and You can make a hardship withdrawal of your Company matching contribution account, your profit-sharing contribution account, and your pre-tax or Roth deferral contribution account. However, some amounts in these accounts cannot be withdrawn, even for hardship. The amounts that cannot be withdrawn are: Investment earnings on deferrals, Company matching contributions, and profit sharing contributions; and Certain Company matching contributions and profit sharing contributions, if these are counted by the Plan in the year contributed as pre-tax deferrals for purposes of satisfying certain tax qualification requirements. Hardship withdrawals are taken first from any Company matching contributions and any profit sharing contributions, and last from your pre-tax or Roth deferrals. Hardship withdrawals are not available from the ESOP portion of the Plan (referred to as the ESOP Fund ) and earnings thereon are not available for hardship withdrawal. The Profit Sharing Fund portion of ESOP accounts and earnings thereon are available for hardship withdrawal. Requesting a Hardship Withdrawal You must apply for a hardship withdrawal by contacting the Fidelity at The determination of the existence of an immediate and heavy financial need and of the amount necessary to meet the need will be made in accordance with the following standards: (i) you must complete and sign an application which sets forth: the facts causing the financial hardship; the amount required to meet (but not exceed) the financial need; a representation that demonstrates the financial need cannot be relieved from other resources; and any other matters required by the administrative committee. (ii) The withdrawal will not be granted unless: you provide documentation to support the existence of the financial hardship and the amount required to meet the financial need (e.g., executed home purchase agreement, notice of eviction, etc..); -23-

28 the financial hardship is established to the reasonable satisfaction of the administrative committee or its designee; and the need cannot be satisfied from other resources. If the withdrawal is approved, payment will be made from eligible amounts in your Plan account as soon as practicable. Unless you specify otherwise at the time you apply for a hardship withdrawal, withdrawn amounts will be taken on a pro rata basis from the investment funds in which your Plan account is invested. Also, your hardship withdrawal will be subject to 10% federal income tax withholding and, in some states, state income tax withholding, unless you opt out of the automatic withholding or make a different withholding election. Other In-Service Withdrawals If you have attained age 59½, you may request an in-service withdrawal of all or a portion of your pre-tax and/or Roth deferral contribution account, your Company matching contribution account, your profit sharing contribution account, and your rollover contribution account. You may also withdraw money you may have in the Plan from a trustee-to-trustee transfer or rollover contribution account regardless of your age. You may not make more than one in-service withdrawal during any 12-month period. To request an in-service withdrawal, contact the CoreLogic Service Center at If you were ordered or called to active military reservist duty after September 11, 2001 for a period in excess of 179 days or an indefinite period, you may request a qualified reservist distribution of all or a portion of your account. For these purposes a qualified reservist distribution means a distribution that (a) is from amounts attributable to your pre-tax deferral contributions, and (b) is made during the period beginning on the date of your order or call and ending at the close of the active-duty period. Such payments are not subject to the 10 percent early withdrawal penalty normally associated with payments made before you have reached the age of 59½. If you received an early withdrawal while on active duty you may also re-contribute the amounts withdrawn from the Plan to an IRA within two years of the end of your period of active duty. Taxes on Withdrawals Under current law, a hardship or in-service withdrawal is taxable in the year you receive it. You should be aware that withdrawals made before you attain age 59½ may be subject to a 10% federal income tax penalty, in addition to your regular income taxes. The withdrawal also may become subject to the 20% federal withholding rules that apply to payments not directly transferred into another employer s qualified retirement plan, an IRA, or to any other type of plan permitted under the Code. The rules governing the 10% penalty tax and withholding on amounts not directly transferred are explained in the section How Contributions and Your Benefits Are Taxed later in this SPD. You should talk to a qualified tax professional before you make a withdrawal. Hardship withdrawals are not eligible for rollover into an IRA. In addition to federal income tax and penalties, there may also be state income tax and penalties, depending on where you live. Loans Two types of loans are available from your Plan account: -24-

29 a home loan to finance the purchase of your principal residence; and a general purpose loan for any reason. You do not pay taxes on a loan, but you do pay interest. The interest, however, is paid back into your Plan account. Principal and interest payments will be credited directly to your Plan account since they are deducted from your pay on an after-tax basis. The minimum Plan loan is $1,000. You can borrow up to 50% of the total balance of your pretax and/or Roth contribution account, your Company matching contribution account, your profitsharing contribution account, and your rollover contribution account up to $50,000. This $50,000 limit is reduced by the excess of your highest outstanding loan balance (if any) from your Plan account during the 12-month period before your new loan is made (even if you have already repaid such a previous loan). You may have only one loan outstanding at any given time. One outstanding loan means either one general purpose loan or one home loan. Loans that are rolled into the Plan in connection with an acquisition by the Company, as described above, will not be included in determining whether you have more than one outstanding loan. This is the only circumstance where you may have more than one loan. Otherwise, if you already have a loan and want to apply for a new loan, you must pay off your current loan before a new loan can be made. To apply for a loan, access Fidelity NetBenefits at or call the CoreLogic Service Center at If you request a home loan, you may need to provide documentation, such as a signed copy of the purchase and sale agreement, a construction contract from your builder, or a mortgage commitment letter from your financial institution. Repayments In general, you must repay your loan in equal installments through payroll deductions. Payments are deducted from each of your regular paychecks on an after-tax basis. You can take up to five years to repay a general purpose loan and up to 10 years to repay a home loan. You can repay the outstanding balance at any time, however, partial pre-payment is not allowed. If you leave the Company and do not repay your loan by the deadline established by the administrative committee, the loan balance will be considered a distribution subject to income taxes and, if applicable, a 10% additional tax. Loan payments continue to be deducted from your pay while you are on a paid leave of absence. If you go on an unpaid leave of absence or your employment ends for any reason, loan payments must continue to be made. These regular payments must be made by certified check or money order and must be continued for the duration of the approved unpaid leave of absence. If you fail to make the required repayments on a timely basis, the outstanding loan is due in full. Failure to repay by the deadline established by the administrative committee will result in default on the loan balance. The balance is then subject to ordinary income tax plus, if applicable, a 10% additional tax. See Loans under How Contributions and Benefits are Taxed later in this SPD for additional information on the tax treatment of loans and the tax consequences of default. -25-

30 Interest on Your Loan The annual rate of interest on a loan from your Plan account is determined by the administrative committee and is commensurate with loan interest rates charged by lenders under similar circumstances at the time the loan is made. The interest rate will remain in effect throughout the term of your loan. All principal and interest repayments are credited to your Plan account and are invested in the same way as your future contributions are invested. Security on Your Loan The security for your loan is the balance in your Plan account. If you request a distribution before you have repaid your loan in full, the distribution from your Plan account is reduced by the outstanding loan amount. However, the outstanding loan amount, in addition to any amount actually distributed directly to you from your Plan account, is subject to income taxes and a 10% additional tax, if applicable. APPLYING FOR PLAN BENEFITS Generally, you or your beneficiary must apply for benefits by contacting the CoreLogic Service Center at before any benefits will be paid under the Plan. Appealing Any Claims Denied ERISA governs the process for handling adverse determinations made on claims for benefits under the Plan and appeals made for review of such adverse determinations. Under ERISA, if a claimant (i.e., an employee, participant, or beneficiary) receives an adverse determination with respect to a claim for benefits that results in the claim being denied in whole or in part, the administrative committee will send the claimant a written notice of such denial within a reasonable period of time after such claim is submitted. The denial notice usually will be distributed to the claimant no later than 90 days after the claim has been received by the administrative committee. However, if special circumstances justify an extension, up to an additional 90 days may be taken by the administrative committee to issue such notice. If such an extension is required, the claimant will be notified of the extension in writing before the end of the initial 90-day period. The notice will include the specific reasons for the denial, specific references to the Plan provisions on which the denial is based, a description of any additional material or information needed for a review of the denial, an explanation of the Plan s claim review procedures, and a statement informing the claimant of his or her right under ERISA to bring a civil action following an adverse determination on review or appeal. The notice will be in understandable language. In the event that the administrative committee fails to respond to a claimant s claim for benefits under the Plan, the claim will be deemed to have been denied 90 days after the filing of the claim. Within 60 days after the claimant receives the denial notice, or, if no denial notice is received and no notification of an extension of time has been issued to the claimant, within 90 days of filing a claim, the claimant or the claimant s authorized representative may ask the administrative committee for a review of the adverse determination. During the same 60 days, the claimant or the claimant s representative has the right to review documents related to the case and submit to the administrative committee written comments on the issues involved. The administrative committee will give the claimant s request for a review of an adverse determination a full and fair review, make its decision, and usually notify the claimant within 60 days after receiving such a request. If the administrative committee needs more than 60 days -26-

31 to make its decision, the claimant will be notified, in writing, about the need for an extension before the end of the initial 60 days. The administrative committee must make a decision within 120 days. The administrative committee will notify the claimant of its decision, in writing. The notice must be in understandable wording and must include the specific reasons for the decision and specific references to the Plan provisions on which the decision is based, a statement that the claimant may review documents, as described above, and that the claimant has the right under ERISA to bring a civil action. Decisions made under this procedure are final and binding on all parties to the maximum extent permitted by law. No legal action for benefits may be brought until the claimant has exhausted the administrative procedures described in this section and no legal action contesting an adverse determination may be brought more than 12 months after the final adverse determination is made with respect to a claim. HOW CONTRIBUTIONS AND YOUR BENEFITS ARE TAXED The Plan is intended to be tax-qualified under the Code. The federal income tax effects of contributions to and withdrawals and distributions from the Plan that are summarized below depend upon the continued tax-qualified status of the Plan. Contributions Your pre-tax deferrals under the Plan, subject to an annual limitation described below, are not included in your income in the year of deferral even though you would have been entitled to receive that amount in cash if you did not make such pre-tax deferrals. Under current federal income tax rules and the income tax rules of most states, this amount is not taxed to you or your beneficiary until distribution or withdrawal. No federal income taxes will be withheld from your pre-tax deferrals when they are contributed to the Plan unless the annual limitation is exceeded, but such contributions will be treated as wages for purposes of U.S. Social Security taxes. Your elective deferrals which exceed a cost-of-living adjusted annual limitation ($17,500 in 2014) are includible in income in the year of deferral. Elective deferrals consist of all of your pre-tax contributions for a particular year under any qualified cash or deferred arrangements (including your pre-tax deferrals under the Plan), Roth deferrals, elective deferrals under Section 408(p) of the Code, simplified employee pensions, and salary reduction agreements to purchase annuity contracts under Section 403(b) of the Code, including those maintained by any employer for whom you worked during such year. The Plan is designed so that the annual limitation should never be exceeded if you make elective deferrals only under this Plan. Under the Plan, when your deferrals for a calendar year reach the annual limit, no further amounts from your pay should be contributed to the Plan for the remainder of the calendar year. If your deferrals under this Plan and elective deferrals under other qualified cash or deferred arrangements or any similar arrangement, exceed the annual limitation, the excess is included in your income in the year in which the deferral was made. If these excess amounts are not distributed to you by April 15 of the calendar year following the year in which they were made, the excess amounts will be included in your income again when they are actually distributed in -27-

32 accordance with the Plan s general distribution rules. Any income earned on such amounts will be included in your income in the year distributed. You may notify the administrative committee by March 1 following the end of your tax year of any excess amounts, and the administrative committee may, but is not required to, distribute the excess amounts to you. If such distribution is made by April 15 (as described above), such distribution and income allocable thereto will not be subject to the additional tax described later under Additional Taxes. If deferrals and income allocable thereto of participants who are highly compensated employees, as defined under the Code, are distributed to these participants to comply with restrictions on contribution levels imposed on highly compensated employees, these corrective distributions are includible in income on the earliest day any deferrals would have been received had the participant originally elected to receive the amounts in cash, or, if distributed more than two and one-half months after the calendar year for which the contributions were made, in the taxable year in which distributed. The corrective distributions described in this paragraph are not subject to the additional tax described in the section Additional Taxes below. No federal income tax consequences should result to you or your beneficiary by reason of Company matching contributions or profit sharing contributions under the Plan, by reason of any trustee-to-trustee transfers or rollover contributions that you make to the Plan, or from any interest income or gains and losses allocated to your Plan account, until distribution or withdrawal. In addition, the Code limits your annual additions to defined contribution plans (such as the Plan) for any year to the lesser of $52,000 in 2014 (or such larger amount as may be determined by the Secretary of the Treasury) or 100% of your taxable compensation. Annual additions under the Plan include all pre-tax deferrals and Company contributions, but not trustee-to-trustee transfers or rollover contributions. Subject to certain exceptions (for example, with respect to a distribution of excess deferral contributions to highly compensated employees due to nondiscrimination test results), the entire amount of your Roth account under the Plan attributable to Roth deferrals, Roth catch-up contributions, and Roth rollover contributions, if any, will be distributed to you free from federal income tax (including the earnings portion) if the 5-year rule and additional requirements described below are satisfied. The 5-year rule is satisfied if the distribution occurs after the five taxable year period beginning with the first taxable year you made a Roth deferral into the Plan (or to a plan you previously participated in, if earlier, if amounts attributable to those previous Roth deferrals were rolled over to this Plan as Roth rollover contributions). If you have a Roth in-plan rollover account, the five taxable year period begins with the first taxable year that you made the Roth in-plan rollover. In addition, for the rollover to be tax free, the distribution must also be made: On or after you attain age 59½; To your beneficiary (or estate) on or after your death; or -28-

33 Pursuant to you suffering a disability (as defined in the Plan). For example, if you make your first Roth deferrals under the Plan on October 1, 2012, attain age 59½ on January 1, 2016, and take a distribution on October 3, 2017, the portion of your distribution attributable to your Roth accounts would not be subject to federal income tax upon distribution. Withdrawals, Loans, and Distributions In-Service Withdrawals In-service withdrawals from your Plan account will be taxed at ordinary income tax rates in the year you receive them. In-service withdrawals may also be subject to the additional tax as explained in the section Additional Taxes below. The federal tax consequences of withdrawing after-tax contributions that you may have made under a prior plan that has been merged into the Plan will depend upon whether the amount withdrawn is attributable to pre-1987 after-tax contributions or post-1986 after-tax contributions. Pre-1987 After-Tax Contributions. Generally, an in-service withdrawal of amounts that do not exceed your pre-1987 after-tax contributions as of December 31, 1986 (and not previously withdrawn), will not be subject to federal income tax. Post-1986 After-Tax Contributions. An in-service withdrawal of amounts attributable to your post-1986 after-tax contributions will be treated as a partially taxable and partially nontaxable distribution. Generally, the nontaxable portion of such a withdrawal is equal to an amount that bears the same ratio to the amount withdrawn as your post-1986 after-tax contributions in the Plan bears to the total balance of your Plan account attributable to post-1986 after-tax contributions, i.e., the amount of your post-1986 after-tax contributions in the Plan plus earnings on your post-1986 contributions other than net unrealized appreciation (See Distribution of CoreLogic, Inc. Common Shares below). Roth Deferrals. If you satisfy the 5-year rule described above, an in-service withdrawal of your Roth account under the Plan will be distributed free from federal income tax. Loans If you elect to take a loan from your Plan account, the amount received is not treated as a taxable distribution. However, if you fail to make required loan repayments, the entire outstanding balance of the loan, including interest, then due (or upon the expiration of any grace period) will be deemed distribution that will be subject to tax, including the additional tax as described in the section Additional Taxes below, if applicable. You will not be permitted to take a tax deduction for the interest paid on a loan from your Plan account. Lump-Sum Distribution Defined Distributions that are lump-sum distributions may qualify for certain favorable tax treatment if the requirements discussed below under the section Averaging Treatment and Other Special Provisions are satisfied. A distribution to you or your beneficiary will qualify as a lump-sum -29-

34 distribution if you or your beneficiary receive the entire balance of your Plan account and your accounts from all other qualified plans maintained by the Company, if any, within one taxable year and the distribution results by reason of your death or termination of service or occurs after you have attained age 59½. Taxable Portion of Lump-Sum Distribution The taxable portion of a lump-sum distribution from your Plan account is the fair market value of the distribution reduced by (i) any after-tax contributions you may have made to a prior plan that has been merged into the Plan and (ii) any net unrealized appreciation with respect to CoreLogic, Inc. common shares that are distributed, unless you elect to include the net unrealized appreciation in income or elect to receive cash in lieu of such shares upon distribution (as described below). Net unrealized appreciation is the excess of the market value of the CoreLogic, Inc. common shares held in your Plan account at the time of distribution over the amount paid for such shares by the Plan trustee. To the extent you or your beneficiary elect to receive cash in lieu of the CoreLogic, Inc. common shares held in your Plan account, such shares will, in effect, be sold, thereby reducing the amount of net unrealized appreciation. Unless you qualify for and elect special income averaging treatment or other special tax treatment or elect to have your Plan account directly transferred or rolled over to an eligible retirement plan (as described below under Averaging Treatment and Other Special Provisions and Rollover Treatment, respectively), the taxable portion of a lump-sum distribution will be taxed at ordinary income tax rates in the year of receipt. Such distribution may also be subject to the additional tax as explained in the section Additional Taxes below. Averaging Treatment and Other Special Provisions If you attained age 50 before January 1, 1986, you may make a one-time election at any age with respect to a single lump-sum distribution to use the ten-year averaging method that existed under prior law. If ten-year averaging is elected, the tax rates effective in 1986 will be applied rather than the current rates. Rollover Treatment If you, your surviving spouse, or your spouse or former spouse who is an alternate payee under a qualified domestic relations order, or a deceased participant s nonspouse beneficiary with regard to the interest of the participant (a distributee ) are entitled to an eligible rollover distribution (described below) from your Plan account, the distributee may elect to transfer or roll over all or part of the taxable portion of such distribution at the time and in the manner prescribed by the administrative committee either: Option 1. Directly to an eligible retirement plan, such as an IRA or another retirement plan qualified under section 401(a) of the Code, a 403(b) annuity plan or a governmental 457 plan that accepts such a transfer (a direct trustee-to-trustee transfer). If this option is chosen, the direct transfer amount will not be subject to either federal income tax or mandatory federal income tax withholding, but the taxable portion of such amount will later be subject to tax when distributed from the eligible IRA or retirement plan (or a successor to that eligible IRA or retirement plan); or Option 2. Within 60 days of the receipt of the distribution, to an eligible IRA or retirement plan. If this option is chosen, the distributee will not owe federal income tax on the part of the -30-

35 distribution that was rolled over to the eligible IRA or retirement plan until such later time as it is included in a taxable distribution from that or another eligible IRA or retirement plan. However, the taxable portion of the amount distributed is generally subject to a mandatory federal income tax withholding of 20% in the same manner as if it had not been transferred to the eligible retirement plan. Thus, to make a 60-day rollover of the entire amount eligible for rollover (that is, the total amount before the withholding amount is deducted), the distributee will need to make up the amount withheld from other funds and include that amount in the rollover to the eligible retirement plan. For purposes of the Plan, virtually all withdrawals and other distributions, both before and after your separation from service, are treated as eligible rollover distributions, with the exception of Plan loans, hardship withdrawals, and required minimum distributions under the Code (see discussion of when benefit payments must commence under How Your Benefits are Paid above). If a portion of the eligible rollover distribution is rolled over pursuant to either option, any special tax-averaging or other special tax treatment (described above) that might otherwise apply to a qualifying lump-sum distribution will not be available for the remaining taxable portion of the distribution or for any subsequent distribution to the distributee from the Plan or any other qualified plan that is aggregated with the Plan for certain tax purposes. Thus, the taxable portion of an eligible rollover distribution that is not rolled over under either option will normally be subject to tax as ordinary income in the year received and may be subject to the 10% additional income tax that is imposed as an early withdrawal penalty (as described in the section Additional Taxes below). Whatever the actual tax treatment of the distribution, any amount withheld from it under the mandatory 20% withholding rule (described in Option 2 above) can be applied to the distributee s actual tax liability for the distribution or any other taxable income received in the same year. Under the Plan, the administrative committee is authorized to establish rules of uniform application so that a distributee who chooses a rollover pursuant to Option 1 above may not make a direct transfer from the Plan to more than one eligible retirement plan, and a distributee who elects to make a rollover of only part of an eligible rollover distribution pursuant to Option 1 above must make a minimum direct rollover of at least $500. Special Rule for non-roth Rollovers to a Roth IRA The IRS allows you to roll over the single-sum value of your eligible rollover distribution to a Roth IRA. If you rollover the single-sum value of your account balance to a Roth IRA, then you will have to include in gross income any amount that would have been ordinarily includible in gross income. However, the 10 percent early distribution tax will not apply. Moreover, the subsequent earnings on such rollover will be tax-free if you satisfy the Roth IRA qualified distribution rules. (If the Roth IRA qualified distribution rules are not satisfied, you will be taxed on the Roth IRA earnings and the 10 percent early distribution penalty may apply). Please note, for Roth rollovers in 2014, unless you elect otherwise, the amount includible in your gross income as a result of the rollover will be included in income ratably in 2015 and None of the amount includible in your gross income as a result of a rollover occurring in -31-

36 2014 will be included in your 2014 income, and half of the income resulting from the rollover will be includible in gross income in 2015 and half in Distribution of CoreLogic, Inc. Common Shares The value of any CoreLogic, Inc. common shares distributed from the Plan is taxable at the time of distribution, subject to the following exceptions. As noted above, net unrealized appreciation attributable to CoreLogic, Inc. common shares that are distributed to you in kind from the Plan is not treated as part of the taxable amount of a lump-sum distribution unless you elect otherwise. Net unrealized appreciation is the excess of the market value of the CoreLogic, Inc. common shares held in your Plan account at the time of distribution over the amount paid for the stock by the Plan trustee. If you make an election to include net unrealized appreciation in the taxable amount of any lump-sum distribution, such net unrealized appreciation is eligible for income tax-averaging or other special tax treatment to the extent income tax-averaging or other special tax treatment can otherwise be elected for that distribution. Any net unrealized appreciation that is not included in income as a result of a distribution will, to the extent later realized in a taxable transaction, be taxed as long-term capital gain, regardless of how long the CoreLogic, Inc. common shares distributed were held by the Plan or by you following that distribution. Any additional appreciation (or depreciation) in the value of the CoreLogic, Inc common shares after distribution to you will generally be treated as capital gain (or loss) if you sell or exchange those shares in a taxable transfer. If you have a net capital gain attributable to such a transfer of CoreLogic, Inc. common shares for your taxable year, the rate of tax imposed on that net capital gain will depend upon how long you held the shares, measured from the date the shares were distributed to you until the time of the transfer, and your marginal tax bracket. Taxable distributions of CoreLogic, Inc. common shares may be subject to the additional tax, as explained in the section Additional Taxes below. Generally, the tax basis of any CoreLogic, Inc. common shares distributed to you will equal the cost or other tax basis of such CoreLogic, Inc. common shares to the Plan trustee, provided you have not elected to treat the net unrealized appreciation (as described above) as taxable income. If you receive a distribution of CoreLogic, Inc. common shares from the Plan, you will be advised of the tax basis of such shares to the Plan trustee. Additional Taxes (Early Withdrawal Penalty) An additional 10% income tax is generally imposed on the taxable portion of withdrawals and distributions made before you attain age 59½, die, or become disabled. However, this tax does not apply to such withdrawals or distributions from the Plan that are: (i) used to pay medical expenses to the extent the expenses are deductible (whether or not you itemize deductions) and paid during the year of distribution or withdrawal, (ii) payments to an alternate payee pursuant to a qualified domestic relations order, (iii) excess deferrals distributed to you by April 15 of the calendar year following the year of such excess deferrals, (iv) excess contributions distributed in the calendar year immediately following the year in which they were made, as described in the section Contributions above, (v) you are ordered or called to active military duty (certain restrictions apply as described above), (vi) rolled over to an IRA, or (vii) paid to your beneficiary after your death. This penalty tax also will not apply to payments made to you on account of your termination of service from the Company which occurs on or after you attain age 55. Loans are not considered to be distributions from the Plan and are not subject to income tax, including the additional 10% income tax, unless you default on the loan. -32-

37 Company Deduction The Company will be entitled to a tax deduction when your pre-tax and/or Roth deferrals, and any Company matching contributions or profit sharing contributions are paid to the trust established under the Plan. The amount of such deduction will be equal to the cash, and the fair market value of any CoreLogic, Inc. common shares, contributed to the Plan, subject to certain limits. Summary This discussion of the significant federal income tax consequences of the Plan gives only a brief overview of complex tax laws, and is based upon the Code, the regulations promulgated thereunder, and administrative and judicial interpretations thereof, as in effect on the date of this SPD, all of which are subject to change at any time, possibly with retroactive effect. Such changes could render all or a portion of this tax discussion obsolete. Also, this discussion does not address issues such as the tax treatment of distributions from your IRA or, except in passing, the foreign, state, or local income tax treatment of contributions, withdrawals, or distributions to and from the Plan or the effect of gift, estate, and inheritance taxes. Therefore, you should consult with a qualified tax advisor to obtain current information, as well as advice that is tailored to your particular circumstances. Specific federal and state tax treatment relating to a withdrawal or distribution should be reviewed with a tax advisor prior to making any election and filing returns for any tax year in which any withdrawal or distribution is made. THE FUTURE OF THE PLAN Plan Amendment CoreLogic, Inc. expects to continue making the Plan available to eligible employees. However, the Board has the right to amend all or any part of the Plan at any time, and eligible affiliates may, with the approval of the Board, discontinue future participation in the Plan. The administrative committee also may make Plan amendments that do not significantly affect Plan benefits or costs. Amendments that may be made by the administrative committee include amendments that may be necessary or appropriate to maintain the Plan s qualified status under the Code or to comply with ERISA or other applicable law. The Plan cannot be amended in any way that would allow the use of any money in the trust fund for any purpose other than the benefit of participants and their beneficiaries before all of the Plan s benefit obligations have been met in full. The Plan also cannot be amended in any way that takes away the benefits participants have already earned, unless such action is required by law. Plan Termination The Board also has the right to discontinue all or any part of the Plan at any time, for any reason. An eligible affiliate may terminate its obligation to the Plan with the consent of the Board. Effect of Plan Termination If the Plan should be completely or partly discontinued, or if employee deferrals and Company contributions should stop completely, all Plan participants who are affected would have full -33-

38 rights to their deferrals, Company contributions, and rollover contributions, after adjustment for investment gains or losses and Plan expenses. After the expenses of Plan termination have been paid, the Plan account values of affected participants would be paid in cash to the participants, their beneficiaries, or their estates. However, the Plan accounts would not be paid if another plan were to replace the Plan. After the termination of the Plan and payment of the Plan account values as described above, the Company would not be obligated to make any further payments for participants benefits. No one, including the Plan trustee, the administrative committee, or any employee, participant, or beneficiary, can force the Company to make any payments after complete or partial Plan termination. No assets in the trust will revert to the Company as a result of the termination of the Plan unless, following the complete termination of the Plan, there are assets remaining in the trust after all fixed obligations of the Plan, including benefit payments and expenses, have been satisfied in full. Sale of Business To the extent allowed under the Code, a sale or other disposition of the Company s interest in a participating affiliate, or of substantially all of the assets used in the participating affiliate s business, will be treated as a termination of employment of those employees who continue to work for the sold business so that benefits of such employees may be distributed from the Plan. Merger, Consolidation, or Transfer If the Plan is ever merged or consolidated with another plan, or if its assets are ever transferred to another plan, your benefits will be protected. If the Plan should be terminated immediately after the merger, consolidation, or transfer, your rights would always be at least as much as the rights you would have been entitled to receive if the Plan had ended immediately before the merger, consolidation, or transfer. Pension Benefit Guaranty Corporation The Plan is a defined contribution plan and the benefits payable from the Plan at any given time are the values of the Plan accounts that plan participants are entitled to receive. If the Plan should ever end, participants would always receive the full current values of their Plan accounts. For that reason, the Plan is not insured by the Pension Benefit Guaranty Corporation. -34-

39 OTHER PLAN INFORMATION The following is additional information you should have about the Plan. No Employment Contract The Plan is not a contract between the Company and you or anyone else. The fact that the Company offers the Plan or that you participate in it, does not give you or anyone else the right to Company employment. The Plan also does not interfere with the Company s right to discharge you at any time. No Assignment of Benefits Plan benefits payable to you or your beneficiary cannot be voluntarily or involuntarily assigned, alienated, sold, transferred, pledged, encumbered, or charged, unless the benefit is subject to offset for amounts required to be paid to the Plan. The Plan will not recognize any attempt to do any of these things. Moreover, payments from the Plan are not directly subject to the debts, contracts, or other liabilities of the person entitled to the payment. However, if you become divorced or separated, by law, all or a part of your benefits may be paid to someone else under a Qualified Domestic Relations Order. For example, a Qualified Domestic Relations Order could require payments to your children or your former spouse. The administrative committee has developed procedures governing the processing of Qualified Domestic Relations Orders. Participants and beneficiaries can obtain a copy of these procedures, without charge, by contacting the administrative committee. Please note, however, that no distributions will be made to you during a period when the Plan administrator is determining whether a domestic relations order affecting your account is a Qualified Domestic Relations Order. Except as described above and in the case of certain judgments involving crimes against the Plan, no person has or may create a lien, other than a federal tax lien, on any funds, securities, or other property held under the Plan. Payments in Case of Incompetency If the administrative committee determines that anyone entitled to Plan benefits is either a minor or is incompetent to receive payment because of mental or physical disability, the administrative committee may make the payment to someone else for that person s benefit. Payments made under these conditions completely satisfy the obligations of the Plan, the administrative committee, and the Plan trustee. Source of Benefit Payments The Plan trust fund, which is explained later, is the only source of money for Plan benefits. Anyone entitled to benefits can claim payments only from the trust fund. The Company is not obligated or permitted to make or continue benefit payments from its own funds. Inability to Locate You You or your beneficiary is responsible for keeping your current address on file with the Plan trustee. If the Plan trustee cannot locate you after reasonable efforts, you will forfeit the benefits, except as provided in the next paragraph. These forfeited amounts will be used to reduce the Company s contributions to the Plan. The Plan trustee will make a reasonable effort to locate you after benefits first become payable under the Plan, including mailing a notice of the payments due to your last known address on -35-

40 record. If you or someone else entitled to the benefit is located before the Plan is terminated, you or the other person will receive the benefits not paid up to that point, as well as any benefits still payable in the future. No investment return or interest is paid on such reinstated benefits. Payment is made within 60 days after your location or that of the other person entitled to benefits is determined. The same provisions apply if anyone entitled to a benefit cannot be identified after reasonable efforts after benefits become payable under the Plan. Top-Heavy Provisions Federal laws prevent retirement plans from paying benefits that favor participants the IRS defines as key employees. A funding arrangement that significantly favors key employees may cause the Plan to become top heavy. If the Plan should ever become top heavy, you would be notified. Some special rules would apply during any time the Plan should be top heavy. In general, minimum contributions would be paid to the Plan for non-key employees and benefits for key employees would be restricted. Final Authority Governing the Terms of the Plan This SPD summarizes the main features of the Plan. The SPD is not intended to cover every Plan detail. Complete details are in the legal documents that govern the operation and administration of the Plan. If there should ever be any difference between this SPD and the provisions of the legal Plan documents, the legal Plan documents would be the final authority. Copies of the legal Plan documents are on file in the Plan administrator s office. You can make arrangements to read them by calling during regular business hours. ADMINISTRATIVE INFORMATION The following is additional important information about the Plan s administration. Official Plan Name The official name of the Plan is the CoreLogic, Inc. 401(k) Savings Plan. The Plan is also commonly known as the 401(k) Savings Plan. Plan Identification Numbers Two numbers identify the Plan for IRS and Department of Labor records: The employer identification number assigned to CoreLogic, Inc. by the IRS, is and The Plan number assigned by CoreLogic, Inc. is 001. Plan Sponsor The sponsor of the Plan is CoreLogic, Inc., 40 Pacifica, Irvine, CA Upon written request to the administrative committee, participants and beneficiaries may receive information as to whether an affiliate participates in the Plan and, if so, that affiliate s address. -36-

41 Employers Whose Employees are Covered by the Plan CoreLogic, Inc. and its affiliates listed in Appendix B of this SPD have adopted the Plan. Type of Plan The Plan is a defined contribution profit sharing plan with a 401(k) feature. The Plan is intended to be an ERISA section 404(c) plan. Plan Year The Plan s financial records are kept on the basis of a Plan year that begins on January 1 and ends on December 31. Plan Administrator The official administrator of the Plan is a committee appointed by the Board. The administrative committee may be contacted at this address and phone number: CoreLogic, Inc. 401(k) Savings Plan Administrative Committee 40 Pacifica-Irvine, CA The administrative committee is responsible for the operation and administration of the Plan, including: Making all decisions needed to carry out Plan provisions; Applying Plan provisions uniformly in all situations; Requiring information needed for administration of the Plan and payment of benefits; Making and carrying out rules and determining the use of forms needed for administration; Deciding the eligibility of employees to participate based on Plan provisions; Determining benefit amounts payable, based on Plan provisions; Delegating other administrative duties as needed to carry out the intent of the Board or to comply with legal requirements for the Plan; Employing outside professionals as needed to carry out Plan provisions; and Appointing investment managers to manage Plan investment funds. The administrative committee is entitled to rely on the advice of outside professionals. Administrative committee members are protected against the consequences of any action they take while they are relying, in good faith, on those professionals or on any information the professionals provide. To the extent permitted by law, no administrative committee member is responsible for any action taken by another member, the Company, its officers and directors, or the Plan trustee. All interpretations, determinations, and decisions made by the administrative committee with respect to any questions or other matters arising under the Plan are final, conclusive, and binding. -37-

42 Plan Trust Fund and Trustee All participants pre-tax and Roth deferrals and rollover (including trustee-to-trustee) contributions to the Plan and all of the Company s contributions go into a Plan trust fund held and administered by the Plan trustee. The money in the trust fund must be used only to benefit eligible Plan participants and their beneficiaries and to defray the reasonable administrative expenses of the Plan that are not paid by the Company. Moreover, in the sole discretion of the administrative committee, an administrative fee may be charged to the Plan accounts of participants to defray such expenses. Such administrative fees include any loan origination or maintenance fees charged to individual participant Plan accounts under the Plan loan program. Fees and expenses of the investment funds in which the Plan funds are invested are charged to all shareholders of the respective investment funds. There are no additional fund expenses, fees, or loads charged to participants Plan accounts. Brokerage commissions, if any, incurred in connection with the purchase of CoreLogic, Inc. common shares for the Company Stock Fund will be paid from other assets in the Company Stock Fund. Brokerage commissions, if any, incurred in connection with the sale of CoreLogic, Inc. common shares from the Company Stock Fund will be paid from the sale proceeds. Apart from these administrative expenses, Plan accounts will not be charged directly when amounts are withdrawn or distributed from the Plan accounts. No one has any right to any money in the trust fund except as specifically provided in the Plan. The Plan trustee is: Fidelity Management Trust Company 82 Devonshire Street Boston, MA (617) The Plan trustee is responsible for the control and management of the Plan trust fund. The Plan trustee also makes all benefit payments from the Plan trust fund at the direction of the administrative committee. The Company periodically estimates the benefits and administrative expenses to be paid from the trust fund during a given period of time and the employee deferrals and Company contributions to be made to the Plan during the same period. The Company notifies the trustee about the Plan s cash needs for the time period based on those estimates. None of the assets in the Plan trust fund can be used for the benefit of the Company. None of the assets in the trust fund may be returned to the Company, unless one of these conditions applies: A Company contribution is made to the Plan by mistake. In that case, the contribution may be returned to the Company within one year; A Company contribution is made on the condition that the Plan meets the qualification requirements of the IRS, and the Plan does not meet those requirements. The contribution may be returned to the Company within one year after qualification is denied; or -38-

43 A Company contribution is made on the condition that the contribution will be tax deductible to the Company under current IRS regulations, and the deduction is denied. The contribution may be returned to the Company within one year after the tax deduction is denied. Agent for Service of Legal Process Any legal process related to the Plan may be served on the Corporate Secretary, CoreLogic, Inc., 40 Pacifica, Irvine, CA Legal process may also be served on the Plan s administrative committee at the same address and on the Plan s trustee. STATEMENT OF YOUR LEGAL RIGHTS UNDER ERISA As a participant in the Plan you are entitled to certain rights and protections under 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 at 40 Pacifica, Irvine, CA 92618, all documents governing the 401(k) Savings Plan, including contracts with trustees and copies of the latest annual report (Form 5500 Series) filed by the Plan with the U.S. Department of Labor and available at the Public Disclosure Room of the Employee Benefit Security Administration; Obtain, upon written request to the Plan administrator, copies of documents governing the operation of the 401(k) Savings Plan, including contracts with trustees and copies of the latest annual report (Form 5500 Series) and updated SPD. The administrator may make a reasonable charge for the copies. Receive a summary of the Plan s annual financial report ( SAR ). The Plan administrator is required by law to furnish each participant with a copy of this SAR. 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, or any other person, may fire you or otherwise discriminate against you in any way to prevent you from obtaining a benefit or exercising your rights under ERISA. Enforce Your Rights If your claim for a 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 Plan administrator. If you have a claim for benefits that is denied or ignored, in whole or in part, -39-

44 you may file suit in a state or federal court after following the administrative procedures described in the section Applying for Plan Benefits. In addition, if you disagree with the Plan administrator s decision, or lack thereof, concerning the qualified status of a domestic relations order or a medical child support order, you may file suit in federal court after following the administrative procedures described in the section Applying for Plan Benefits. 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 -40-

45 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 You may also obtain certain publications about your rights and responsibilities under ERISA by calling the publications hotline of the Employee Benefits Security Administration. CERTAIN INFORMATION The Company has filed with the SEC a Registration Statement on Form S-8 under the Securities Act, with respect to the shares of Common Stock issuable pursuant to the Plan (the Registration Statement ). The Registration Statement may be inspected without charge at the public reference facilities maintained by the SEC at the address set forth below. This Prospectus does not contain all of the information set forth in the Registration Statement and the exhibits thereto. In addition, this Prospectus incorporates by reference certain of the Company s filings with the SEC (see Documents Incorporated by Reference ). Prior to making any decision to purchase or sell Common Stock under the Plan, Participants should refer to and review such information. The Plan contains important information and should be read in its entirety. While this SPD and Prospectus sets forth certain information about the Plan, statements contained in this Prospectus may not fully describe all aspects of the Plan. Accordingly, the description of the Plan contained in this document is qualified in its entirety by reference to the text of the Plan. The Company intends to maintain this Registration but has no obligation to do so. If the Registration ceases to be effective, you may not be able to transfer shares distributed from the Plan without an exemption from Registration. Exceptions from Registration are limited and might not be available. No person has been authorized to give any information or to make any representations other than those contained in this Prospectus in connection with the offer contained herein and, if given or made, such information or representation must not be relied upon as having been authorized by the Company. This Prospectus does not constitute an offer to sell or a solicitation of an offer to buy any of the securities offered hereby, nor shall there be any sale of the securities by anyone, in any state in which such offer, solicitation or sale would be unlawful prior to registration or qualification under the securities laws of any such state, or in which the person making such offer or solicitation is not qualified to do so, or to any person to whom it is unlawful to make such offer, solicitation or sale. -41-

46 CERTAIN RESTRICTIONS ON THE RESALE OF SHARES Certain Participants in the Plan may be subject to restrictions on resale, assignment or other disposal of the shares received under the Plan, for example, pursuant to the restrictions under Section 16 of the Securities Exchange Act of 1934, as amended (the Exchange Act ). However, purchasers of shares issued under the Plan, other than persons who are affiliates of the Company within the meaning of the Securities Act, may resell the shares in any way permitted by law and the Plan. Affiliates of the Company (such as executive officers named in CoreLogic s annual report and other SEC filings) may sell or transfer such shares only in accordance with either the provisions of Rule 144 promulgated under the Securities Act (without regard to the 6-month holding requirement); pursuant to an effective registration statement covering such re-sales; or pursuant to an effective exemption from the registration requirement of the Securities Act. This Prospectus may not be used by affiliates for the re-offer or resale of shares obtained pursuant to the Plan. CERTAIN RESTRICTIONS ON PURCHASE AND SALE OF SHARES WITHIN THE PLAN Executive officers, directors and 10 percent shareholders who are subject to Section 16 of the Exchange Act (a Section 16 Participant ) generally must report the acquisition or disposition of CoreLogic, Inc. stock through intra-fund transfers, or sales needed to fund cash for loans, withdrawals, and/or cash distributions from the Plan on a Form 4 filed with the SEC and the Company under Section 16(a) of the Exchange Act, within two business days of the date on which the reportable transaction occurs. However, this reporting requirement does not apply to the acquisition of CoreLogic, Inc. stock through the allocation of future contributions to the Plan (including loan repayments). In addition, pursuant to Rule 16b-3 promulgated under Section 16(b) of the Exchange Act, Section 16 Participants may not effect opposite way discretionary transactions in the Company Stock Fund that would violate the short swing restrictions. Short swing restrictions are the prohibition against any combination of a purchase and sale of Company stock, or a sale and purchase of Company stock, within 6 months of each other. A discretionary transaction is a transaction made at the election of the Plan Participant that results in a transfer into or out of the Company Stock Fund (including a cash distribution to fund a loan or in-service withdrawal request), but does not include distributions required under the Code or made in connection with death, disability, retirement or termination of employment. A Section 16 Participant s election to effect a discretionary transaction within 6 months after the last election to effect an opposite way discretionary transaction will not be honored. For these purposes, a transfer into the Company Stock Fund is an opposite way transaction from a transaction out of the Company Stock Fund, and vice versa. These rules only apply to intra- Plan investment fund transfers and not to ongoing contributions of money made through regular payroll deductions. Section 16 Participants should consult their counsel regarding the application and consequences of Sections 16(a) and 16(b) before engaging in any transaction in CoreLogic, Inc. stock. Additionally, the Company s Insider Trading Policy, which is incorporated herein by reference, applies to all purchases and sales of Common Stock under the Plan, specifically within the Company Stock Fund. This includes changes in the amount of regular payroll deduction contributions allocated to the Company Stock Fund and transfers of amounts into or -42-

47 out of the Company Stock Fund. Thus, for example, members of the Insider Group (as identified in the Insider Trading Policy) generally may only purchase or sell Common Stock (including transferring amounts into or out of the Company Stock Fund) during certain designated trading window periods (typically the 45-day period beginning on the third business day following the release of the Company s quarterly or annual financial results) and only after complying with the pre-clearance procedures set forth in the Insider Trading Policy. Subject to the limitations set forth in the Insider Trading Policy, automatic purchases of Common Stock pursuant to ongoing payroll deduction contributions (and Company matching funds) under the Plan are permitted, as long as these elections are not changed outside of a designated trading window period. Other restrictions could also apply from time to time in order to comply with applicable federal or state securities laws or stock exchange rules or regulations, or with other Company restrictions regarding block trades, blackout periods, etc. You may request at any time the latest version of the Company s Insider Trading Policy, and any other communications we have issued on how the Insider Trading Policy affects the ability of members of the Insider Group to conduct transactions within the Company Stock Fund, by contacting Secretary, CoreLogic, Inc., 40 Pacifica, Irvine, CA 92618; telephone number DOCUMENTS INCORPORATED BY REFERENCE CoreLogic, Inc. incorporates herein by this reference the following documents (the 34 Act Reports ) filed pursuant to the Securities Exchange Act of 1934, as amended, which also have been filed with the Securities and Exchange Commission: CoreLogic s Annual Report on Form 10-K, filed February 29, 2012, for the fiscal year ended December 31, 2011; CoreLogic s current reports on Form 8-K filed on January 17, 2012; February 15, 2012; February 28, 2012; March 19, 2012; and April 2, 2012; The description of CoreLogic s common shares contained in Item 3.03 of its Current Report on Form 8-K, filed June 1, 2010, and any other amendment or report filed for the purpose of updating such description; and The Annual Report on Form 11-K filed by the Plan on June 28, All documents filed by CoreLogic, Inc. pursuant to Sections 13(a), 13(c), 14, and 15(d) of the Exchange Act after the date hereof and prior to the termination of the offering of the securities offered hereby shall be deemed to be incorporated by reference herein and to be part hereof from the date of filing of such documents. AVAILABLE INFORMATION CoreLogic, Inc. will provide without charge to each person to whom this SPD is delivered, upon the written or oral request of such person, a copy of any or all of (i) the 34 Act Reports incorporated by reference in this SPD (excluding exhibits to the 34 Act Reports, unless they are specifically identified in this SPD as incorporated by reference into (a) the Registration Statement on Form S-8 to which this SPD relates, or (b) another 34 Act Report); and (ii) the latest annual report of the Plan on Form 11-K filed pursuant to Section 15(d) of the Exchange Act. Requests for copies of these documents should be directed in writing to Secretary, CoreLogic, Inc., 40 Pacifica, Irvine, CA 92618; telephone number

48 Appendix A Special Provisions for the Employee Stock Ownership Plan Special rules apply to Participants who, as of December 21, 2003, had an ESOP Account in The First American Corporation 401(k) Savings Plan. The ESOP Fund constitutes an employee stock ownership plan having its assets invested primarily in common stock of CoreLogic, Inc. and paying benefits in the form of such Company Stock (except for cash distributions elected by Participants or paid in lieu of fractional shares of Company Stock). The ESOP has two components: (1) the portion that includes Company Stock acquired as a direct result of Employer contributions and (2) the portion that constitutes a profit sharing plan that permitted both Employer contributions and Employer after-tax contributions invested in the diversified investment fund so as to provide benefits in the form of cash rather than Company Stock. Employees who are not already Participants in the ESOP Fund may not become Participants with respect to the ESOP and no new contributions may be made to the ESOP. All ESOP Accounts are fully vested. Contributions to the ESOP Fund by Participants are not permitted. Moreover, no Employer contributions to the ESOP Fund have been made for any Plan Year beginning on or after January 1, A Participant s ESOP Account is made up of one or more of the following subaccounts: (a) (b) (c) (d) ESOP Profit Sharing Account - This subaccount evidences the value of Employer contributions to the ESOP Profit Sharing Fund made on behalf of the Participant to the ESOP including related investment gains and losses of the Trust Fund. Upon application to the Committee, a Participant may withdraw an amount from his or her Profit Sharing Fund Account pursuant to the Plan s rules for hardship withdrawals. Stock Account This subaccount evidences the value of Company Stock and other assets held in the ESOP Fund, including related investment gains and losses of the Trust Fund. Transfer Account This subaccount evidences the value of any amounts transferred directly from another qualified plan to the ESOP before it was merged into The First American Corporation 401(k) Savings Plan, as permitted under the Code and the rules of the ESOP in existence at that time, including related investment gains and losses of the Trust Fund. Voluntary Contribution Account This subaccount evidences the value of the Participant s voluntary, after-tax contributions to the ESOP, as merged into The First American Corporation 401(k) Savings Plan, including investment gains and losses of the Trust Fund. Upon direction to the Trustee, a Participant may withdraw an amount from -44-

49 his or her Voluntary Contribution Account. Distribution of the amount requested and permitted to be distributed hereunder shall be made to the Participant as soon as it is administratively feasible to do so after a properly completed application for withdrawal has been received by the Committee or its delegate. Participants shall not have the right to take loans from their ESOP Account. Diversification To satisfy the diversification requirements of Code section 401(a)(28), any Participant who has attained age 55 with 10 years of ESOP participation shall have the right to make in-service withdrawals from all or any portion of his or her ESOP account. Application for a withdrawal under this Appendix A section shall be made on such form as the Committee may prescribe. Withdrawals shall be paid in a single sum in cash as soon as administratively practicable following the date that the Committee receives the properly completed application. A Participant may not make more than one withdrawal under this Appendix A section in any twelve-month period. Amounts that are withdrawn pursuant to this Appendix A section may not be subsequently repaid to the Plan. Alternatively, any Participant shall have the right to invest all or any portion of his or her ESOP Account in any of the investments provided under the terms of this Plan. Put Options and Rights of First Refusal. If Company Stock is distributed from the ESOP Account at a time when it is not readily tradable on an established public market, then the Participant shall have the right to require that CoreLogic, Inc. repurchase such Company Stock under reasonable payment terms and at a price per share determined in accordance with the Plan. This put option shall continue during a period of at least 60 days following the date of distribution of Company Stock and, if not exercised within such period of 60 days, during the first 60 days in the following Plan year. Investment and Voting Rights The ESOP Fund shall be invested primarily in Company Stock. Participants shall have the right to direct the investment of their Profit Sharing Fund pursuant to the Plan. Except as provided in accordance with the diversification rights, Participants shall not have any right to direct the investment of their ESOP Fund. Voting, Tender Offers, and Related Rights Each Participant and each Beneficiary having shares of Company Stock allocated to his Account shall have the right to direct the Trustee as to the manner in which such allocated shares are to be voted and also as to the manner in which a corresponding number of the unallocated shares of Company Stock in the ESOP Fund are to be voted on each matter brought before an annual or special stockholders meeting of CoreLogic, Inc. Each Participant and each Beneficiary shall be a named fiduciary (within the meaning of ERISA sections 402(a)(2) and 403(a)(1)) with respect to his exercise of such voting rights. The Trustee shall vote all allocated shares of Company Stock for which no timely voting directions are received -45-

50 from Participants or Beneficiaries in the same proportion as the allocated shares for which Participants and Beneficiaries have provided voting directions, and each Participant or Beneficiary who directs the voting of his allocated shares shall also direct the voting of a corresponding number of such allocated shares for which no timely voting directions are received that shall represent the portion of total number of the allocated shares for which no timely voting directions are received being voted that is the same as the portion represented by the number of allocated shares voted by the Participant or Beneficiary in relation to the total of all the allocated shares voted by Participants and Beneficiaries. Shareholder investment rights, or other rights besides voting rights, shall be exercised, sold, or otherwise acted upon by the Trustee in accordance with specific legal requirements, if any are applicable; and, if no such requirements exist, in a manner that the Trustee deems prudent under the circumstances and otherwise consistent with the fiduciary standards of ERISA. Restrictions on Transfer of Stock. All transactions involving shares of Company Stock in the ESOP Account, including distributions, purchases and sales, shall be made only in compliance with applicable federal and state laws, regulations and rules. All such transactions shall also be subject to all restrictions and limitations imposed on all shares of Company Stock provided for in CoreLogic, Inc. s Articles of Incorporation and bylaws as amended from time to time. CoreLogic, Inc. presently does not intend to register under the Securities Act of 1933 (the 1933 Act ) the shares of Company Stock to be distributed to Participants or their Beneficiaries. As a result, shares of Company Stock distributed under the Plan may be restricted securities. Restricted securities may not be sold unless they are registered under the 1933 Act by CoreLogic, Inc., or unless an exemption from registration is available. If CoreLogic, Inc. does not register the shares of Company Stock for resale by Participants or their Beneficiaries, and if such persons desire to sell the shares of Company Stock distributed to them, they will be required to sell the shares of Company Stock in transactions exempt from registration under the 1933 Act. CoreLogic, Inc. will not permit shares of Company Stock to be transferred unless it is satisfied that any proposed transfer of Company Stock is exempt from the registration requirements of the 1933 Act. CoreLogic, Inc. reserves the right to cause appropriate legends to be imprinted on the certificates representing shares of Company Stock distributed under this Plan to reflect all restrictions and limitations referred to in this Appendix A section. -46-

51 Appendix B Adopting Employers Employer Name CoreLogic Commercial Real Estate Services, Inc. (formerly First American Commercial Real Estate Solutions) CoreLogic Credco, LLC CoreLogic Default Information Services, LLC (formerly First American Default Management Solutions) CoreLogic Flood Services, LLC (formerly First Am Flood Hazard Certification, LLC) CoreLogic National Background Data, LLC CoreLogic Solutions, Inc. (formerly CoreLogic Real Estate Solutions, LLC/formerly First American Real Estate Solutions, LLC) CoreLogic SafeRent, LLC (formerly CoreLogic SafeRent, Inc.) CoreLogic Tax Services, LLC (formerly first American Real Estate Tax Svc, LLC) CoreLogic Dorado, LLC (formerly Dorado Network Systems Corporation) Finiti Group LLC Finiti Title, LLC Finiti, LLC -47-

52 Employer Name FPSDIRECT, LLC Multifamily Community Insurance Agency, LLC (formerly Multifamily Community Insurance Agency, Inc.) Rels, LLC Speedy Title & Appraisal Review Services, LLC (STARS) TeleTrack, Inc. (formerly CoreLogic, TeleTrack, Inc.) CoreLogic Services, LLC CoreLogic Holdings II CompuNet Credit Services, LLC CoreLogic Collateral Solutions, LLC Res Direct, LLC CDS Business Mapping, LLC CoreLogic Case-Schiller, LLC CoreLogic Spatial Solutions, LLC CoreLogic Tax Collection Services, LLC DataQuick Information Systems, Inc. Marshall & Swift/Boeckh, LLC -48-

53 Neither the delivery of the SPD nor any sale made hereunder shall, under any circumstances, create any implication that there has been no change in the CoreLogic, Inc. 401(k) Savings Plan or the affairs of the Company since the date as of which information has been given herein. SUMMARY PLAN DESCRIPTION The Company has not authorized anyone to give you any information that differs from the information in this SPD. If you receive any different information, you should not rely on it. This prospectus does not constitute an offer to sell, or the solicitation of an offer to buy, the securities to which it relates in any circumstances in which such offer or solicitation is unlawful. CORELOGIC, INC. 401(k) SAVINGS PLAN JULY