MERCK LIFE INSURANCE PLAN SUMMARY PLAN DESCRIPTION

MERCK LIFE INSURANCE PLAN SUMMARY PLAN DESCRIPTION Effective Jan. 1, 2016

This Summary Plan Description (SPD) describes the life insurance and accidental death and dismemberment benefits provided under the Merck Medical, Dental, Life Insurance and Long Term Disability Plan as it applies to U.S.-based 1 employees of the wholly owned U.S. subsidiaries of Merck & Co., Inc. (excluding Telerx Marketing, Inc., Comsort, Inc., Vree Health LLC, HMR Weight Management Services Corp. and Merck Global Health Innovation Fund, LLC and each of their subsidiaries) and excluding employees subject to a collective bargaining agreement with the United Steelworkers Union Local 10-00086. A list of the collective bargaining units whose members are eligible to participate in life insurance and accidental death and dismemberment benefits provided under the Merck Medical, Dental, Life Insurance and Long Term Disability Plan as described in this SPD is included as Exhibit A. Frequently Used Terms Key words that are frequently used in the SPD are capitalized and defined in the Glossary. The life insurance and accidental death and disability benefits provided under the Merck Medical, Dental, Life Insurance and Long Term Disability Plan are referred to in this SPD as the Life Insurance Plan or the Plan. About This SPD This SPD does not apply to any employee or former employee of Merck & Co., Inc. or its subsidiaries or joint ventures other than those specified above. This SPD merely summarizes the benefits and benefit coverage levels provided under the Life Insurance Plan effective Jan. 1, 2016, to the employees described above. All benefits and coverages described in this SPD are subject to the terms of the insurance policies under which the benefits are provided. If there is any conflict between this SPD and the insurance policies, the insurance policies will always govern. This SPD reflects the provisions of the Life Insurance Plan in effect as of Jan. 1, 2016. It replaces the Life Insurance SPD effective Jan. 1, 2015, entitled Merck Life Insurance Plan Summary Plan Description and all summaries of material modifications applicable to it dated before Jan. 1, 2016. For employees of Inspire Pharmaceuticals Inc. employed by that entity on Feb. 1, 2011, this SPD replaces the Certificate of Insurance for Group Term Life and AD&D from USAble dated Feb. 1, 2011. Excluded From This SPD The Merck Medical, Dental, Life Insurance and Long Term Disability Plan also provides life insurance and accidental death and dismemberment benefits to: Employees of Merck Sharp & Dohme Corp. who are members of the United Steelworkers Union Local 10-0086 collective bargaining unit Former employees of Merck Sharp & Dohme Corp. who were members of the United Steelworkers Union Local 10-0086 collective bargaining unit on their retirement date and who satisfy the plan s requirements for retiree life insurance benefits 1 A U.S.-based employee is an employee whose home country is designated in Merck s employee data base as one of the 50 U.S. states or District of Columbia (and includes employees on temporary international assignment outside one of the 50 U.S. states or District of Columbia) and excludes employees whose home country is designated in Merck s employee data base as a U.S. territory (e.g., Puerto Rico, Guam and U.S. Virgin Islands) or a country outside one of the 50 U.S. states or District of Columbia even if the employee is on temporary international assignment in one of the 50 U.S. states, District of Columbia or in a U.S. territory.

Former U.S.-based employees 1 of the wholly owned U.S. subsidiaries of Merck & Co., Inc. (excluding Telerx Marketing, Inc., Comsort, Inc., Vree Health LLC, HMR Weight Management Services Corp. and Merck Global Health Innovation Fund, LLC and each of their subsidiaries) who are coded in the employee database of Merck & Co., Inc. as S1 Legacy Organon, S2 Legacy Intervet or S5 Legacy Schering-Plough under Infotype 35 and who satisfy the plan s requirements for retiree life insurance benefits, and Former U.S.-based 1 employees of the wholly owned U.S. subsidiaries of Merck & Co., Inc. (excluding Telerx Marketing, Inc., Comsort, Inc., Vree Health LLC, HMR Weight Management Services Corp. and Merck Global Health Innovation Fund, LLC and each of their subsidiaries and excluding former employees of Merck Sharp & Dohme Corp. who were members of the United Steelworkers Union Local 10-00086 collective bargaining unit on their retirement date) who are coded in the employee data base of Merck & Co., Inc. with a blank indicator under Infotype 35, who retired before Jan. 1, 2011, and who satisfy the plan s requirements for retiree life insurance benefits. For active and retiree life insurance benefits provided to the United Steelworkers Union Local 10-00086, see the Merck Life Insurance SPD for USW 10-00086. For retiree life insurance benefits provided to former non-union and union employees coded as S1 (Legacy Organon), S2 (Legacy Intervet) or S 5 (Legacy Schering-Plough) under Infotype 35, see the Legacy Schering Retiree Life Insurance SPD. For retiree life insurance benefits provided to former non-union and union employees who terminated before Jan 1, 2011, with a blank indicator under Infotype 35, see the Legacy Merck Retiree Life Insurance SPD. To receive a copy of the SPDs that describe the benefits provided to these groups, contact the at 800-66-MERCK (800-666-3725). Right to Amend or Terminate the Plan The Plan Sponsor reserves the right to amend the Merck Medical, Dental, Life Insurance and Long Term Disability Plan, including but not limited to the life insurance and accidental death and dismemberment benefits provided under the Plan, in whole or in part, or to completely discontinue the Merck Medical, Dental, Life Insurance and Long Term Disability Plan or the Life Insurance Plan at any time. 1 A U.S.-based employee is an employee whose home country is designated in Merck s employee data base as one of the 50 U.S. states or District of Columbia (and includes employees on temporary international assignment outside one of the 50 U.S states or District of Columbia) and excludes employees whose home country is designated in Merck s employee data base as a U.S. territory (e.g., Puerto Rico, Guam and U.S. Virgin Islands) or a country outside one of the 50 U.S. states or District of Columbia even if the employee is on temporary international assignment in one of the 50 U.S. states, District of Columbia or in a U.S. territory.

TABLE OF CONTENTS Introduction... 1 Your Life Insurance coverage... 1 Your Life Insurance Plan Options... 1 Benefits Contacts and Resources... 2 General Information... 4 About Your Life Insurance coverage... 4 Life Insurance Eligibility... 4 Eligible Dependents... 4 Enrolling in Life Insurance Coverage... 5 Enrollment... 6 How to Enroll... 7 How to Designate Your Beneficiary... 8 Assigning Benefits... 9 When Life Insurance Coverage Begins... 9 EOI... 10 Paying for Life Insurance Coverage... 10 Making Changes to Your Coverage... 11 When Life Changes... 12 How to Make a Change to Your Coverage... 12 How Basic, Optional, AD&D and Dependent Life Insurance Benefits Are Paid... 16 When Life Insurance Coverage Ends... 17 How Basic Life Insurance Works... 19 Basic Life Insurance... 19 About Basic Life Insurance... 19 Your Coverage... 19 Conversion Options and Rights... 20 Portability... 20 How Employee Optional Life Works... 21 Optional Life Insurance... 21 About Optional Life Insurance... 21 Your Coverage... 21 Conversion Options and Rights... 22 Portability... 23 Other Important Information About Optional Life Insurance... 23

How Accidental Death and Dismemberment (AD&D) Insurance Works... 25 AD&D Insurance... 25 About AD&D Insurance... 25 Your Coverage... 25 Exclusions and Limitations... 27 Conversion Options and Rights... 27 Portability... 27 How Dependent Life Insurance Works... 28 Dependent Life Insurance... 28 About Dependent Life Insurance... 28 Coverage... 28 Exclusions and Limitations... 29 Conversion Options and Rights... 29 Portability... 29 Important Information About the Plan... 30 Administrative Information... 30 Your Rights Under USERRA... 30 Your Rights Under ERISA... 30 Claims and Appeals... 32 Claims and Appeals for Eligibility to Participate in the Life Insurance Plan... 33 Plan Disclosure Information... 35 Glossary... 39 Exhibit A... 44

1 INTRODUCTION YOUR LIFE INSURANCE COVERAGE This section provides a brief overview of all the Life Insurance Plan coverages and resources that are available to you as an Eligible Employee. KEY POINT INFORMATION FOR RESIDENTS OF CERTAIN STATES There are state-specific requirements that may change the provisions under the coverages described in this SPD. If you live in a state that has such requirements, those requirements will apply to your coverages and are made a part of this SPD. Prudential, the Claims Administrator of the Life Insurance Plan, has a website that describes these state-specific requirements. You may access the website at http://www.prudential.com/etonline. When you access the website, you will be asked to enter your state of residence, your Access Code and the current date. Your Access Code is 02201. If you are unable to access this website and want to receive a printed copy of these requirements, or if you have any questions, call Prudential at 866-439-9026. Your Life Insurance Plan Options Eligible Employees may enroll themselves and their Eligible Dependents for coverage under the Life Insurance Plan. Eligibility for a particular option depends on a variety of factors, including your employment status. The Life Insurance Plan is designed to provide financial protection for your family and offers the following coverage options: Basic Life Insurance. Eligible Employees automatically receive Basic Life Insurance at no cost. The amount of coverage equals 1x Base Pay, up to the Plan maximum (see Your Coverage ). Optional Life Insurance. Eligible Employees may elect No Coverage or you may elect from among a range of optional term life coverage amounts from 1x Base Pay up to 8x Base Pay (in 1 Base Pay increments), up to the Plan maximum (see About Optional Life Insurance ). Accidental Death and Dismemberment (AD&D) Insurance. AD&D Insurance is designed to protect your family in the event of your accidental death or if you sustain certain serious injuries as the result of an accident. You may elect No Coverage or you may elect coverage from among a range of coverage amounts from 1x Base Pay up to 8x Base Pay (in 1x Base Pay increments), up to the Plan maximum (see About AD&D Insurance ). Dependent Life Insurance. Dependent Life Insurance is designed to ease your financial burden if your Spouse/Domestic Partner or Dependent Children die. You may elect No Coverage, coverage for your Spouse/Domestic Partner, and/or coverage for your Dependent Children (see About Dependent Life Insurance ).

2 Benefits Contacts and Resources Several vendors administer and help answer questions about the Life Insurance Plan benefits. This chart will help you decide who to contact depending on your needs. When You Want to Contact How Obtain Plan literature and forms View the SPDs Report a death If you re an Eligible Employee: Enroll in your benefits when first hired, during annual enrollment or when making changes to your coverage. Depending on when you enroll, different Evidence of Insurability (EOI) requirements will apply Report a Life Event change Update dependent information Make or change your Beneficiary designation Access information and updates about all of your benefits If you want to convert your life insurance after it terminates If you want to port your life insurance after it terminates If you re enrolled in the Life Insurance Plan, to ask about: The status of EOI The status of a life claim Merck Benefits Service Center at Fidelity Prudential 800-66-MERCK (800-666-3725) TDD: 888-343-0860 Customer Service Representatives are available Monday through Friday (excluding New York Stock Exchange holidays) between 8:30 a.m. and 8:30 p.m. ET. Overseas: Dial your country s toll-free AT&T USADirect access number then enter 800-666-3725. In the U.S., call 800-331-1140 to obtain AT&T USADirect access numbers. www.prudential.com/gi 877-370-4PRU Representatives are available Monday through Friday (excluding holidays) between 8:00 a.m. and 8:00 p.m. ET. Report a death Fidelity Survivor Services 877-208-0800 8:30 a.m. to 5:00 p.m. ET, Monday through Friday KEY POINT ENROLLING IN LIFE INSURANCE PLAN BENEFITS Enrollment in the Life Insurance Plan is through the the service provider for administration of Merck s health and insurance benefits. Eligible Employees can enroll in their life insurance benefits online or by phone. Please see How to Enroll in the About Your Life Insurance Coverage section of this SPD for detailed enrollment instructions.

3 The ( Benefits Service Center ) can help you with enrollment and eligibility information and questions. It is administered by Fidelity Investments and available online and by phone. Online: Fidelity NetBenefits at If you have an existing NetBenefits account, use the same username/login information you used previously. By Phone: 800-66-MERCK (800-666-3725) or TDD at 888-343-0860 Customer Service Representatives are available Monday through Friday (excluding New York Stock Exchange holidays) between 8:30 a.m. and 8:30 p.m. ET. For overseas calls dial your country s toll-free AT&T USADirect access number then enter 800-666-3725. In the U.S., call 800-331-1140 to obtain AT&T USADirect access numbers. KEY POINT CONTACTING THE BENEFITS SERVICE CENTER To contact the Benefits Service Center, online or by phone, you will need a password. Your password provides security to ensure that only you can access your benefits information. Keep your password in a confidential place. You can establish your password directly online or by calling the Benefits Service Center. If you have an existing NetBenefits account, use the same username/password information you used previously. If you have forgotten your username or password, you will need to reset it using Having trouble with your username or password? on the login page. When you change your username or password, the change will apply to all your Fidelity accounts and services going forward.

4 GENERAL INFORMATION ABOUT YOUR LIFE INSURANCE COVERAGE This section provides Eligible Employees with important information about life insurance coverage including eligibility, enrollment, contributions and when you can make changes to your coverage. Life Insurance Eligibility If you are an Eligible Employee, you are eligible for coverage in the Life Insurance Plan as of your date of hire, rehire or transfer, subject to any Actively-at-Work and Evidence of Insurability (EOI) requirements. The Company pays the full cost of Basic Life Insurance coverage. You are not eligible for coverage under the Life Insurance Plan if you are not an Eligible Employee, or you are an Excluded Employee or an Excluded Person. Eligible Dependents As an Eligible Employee with Eligible Dependents on file, you may elect Dependent Life Insurance (see definition of Eligible Dependents in the Glossary ), subject to any Actively-at-Work and EOI requirements. Domestic Partnerships The Plan Sponsor extends coverage under the Life Insurance Plan to Eligible Employees Domestic Partners and Domestic Partners eligible Dependent Children. (See Eligible Dependents in this section of this SPD for a definition of eligible Dependent Children.) To elect Domestic Partner benefits, you and your partner must meet the Life Insurance Plan s definition of a Domestic Partnership as described in the Glossary. You Must Maintain Eligible Dependents on File It s up to you to monitor whether your dependents are eligible for coverage. By electing coverage for your dependents (either by affirmative election or automatically), you are confirming that they meet the Plan s dependent eligibility requirements and agree to notify the Benefits Service Center within 30 days after an event that causes any of these dependents to no longer meet the definition of an Eligible Dependent under the Plan. The Plan Administrator, in its sole discretion, maintains the right to audit any and all dependent information on file, and may require that you promptly provide sufficient documentation verifying your dependents continued eligibility at any time. For example, if you cover your Spouse/Domestic Partner as a dependent for Dependent Life Insurance and become divorced, your Spouse s/domestic Partner s life insurance coverage will end as of the date of the divorce regardless of when you notify the Benefits Service Center by phone or online. At the Company s discretion, premium overpayments may or may not be refunded. If you do not promptly provide documentation sufficient to verify your Covered Dependents continued eligibility or if the Plan Administrator determines that any of the information you provide (or provided) regarding your Covered Dependents is untrue, incomplete or misleading, or if you fail to promptly notify the Benefits Service Center of an individual s loss of eligibility, the Plan Administrator may determine, in its sole and absolute discretion, that your dependent does not satisfy the Plan s definition of an Eligible Dependent and take such action as it deems appropriate under the circumstances. If permitted by applicable law, those actions may include, but are not limited to, requiring you to repay the Plan for any benefits/contributions paid with respect to your dependent the Plan Administrator determines is not an Eligible Dependent and requesting that your Employer subject you to disciplinary action. If you provide fraudulent information or make intentional

5 misrepresentations regarding your Covered Dependents, the Plan Administrator may retroactively terminate benefits for those dependents that the Plan Administrator determines are not Eligible Dependents. KEY POINT LOSING ELIGIBILITY FOR THE MEDICAL PLAN WILL AFECT OTHER PLANS A dependent eligibility audit is required when you enroll a dependent for coverage under a Companysponsored Medical Plan. However, if the audit determines that your dependent does not meet the requirements to be an Eligible Dependent under the terms of the Medical Plan (either because you do not timely submit the required documentation or because the auditor determines that the documentation submitted is insufficient to verify your dependent s status as an Eligible Dependent under the terms of the Medical Plan), causing that dependent to lose Medical Plan coverage, that dependent will be dropped from coverage under this Plan as well. If you have more than one child enrolled for Dependent Life Insurance, you must contact the Benefits Service Center to ensure that coverage is not ended for any Dependent Child who remains eligible for Plan coverage. Enrolling in Life Insurance Coverage Life Insurance Options The Life Insurance Plan options for which you are eligible appear on. You may also call the Benefits Service Center. Generally, you must enroll within 30 days after becoming eligible. KEY POINT TIME LIMITS AND EOI MAY APPLY You may enroll for coverage or make a Plan change at any time during the year; however, depending on when you make your election and the amount of coverage you request, you may be required to submit EOI. For more information, see the EOI sections in each section of this book: Optional Life Insurance, AD&D Insurance, and/or Dependent Life Insurance. You will be automatically enrolled in Basic Life Insurance: 1x Base Pay, up to a maximum of $5 million at no cost to you. You may choose from among the following optional coverages: Optional Life Insurance: 1x Base Pay to 8x Base Pay, up to a maximum of $16 million. You also have the option to elect No Coverage. AD&D Insurance, 1x Base Pay to 8x Base Pay, up to a maximum of $1 million. You also have the option to elect No Coverage. Dependent Life Insurance: No Coverage $10,000 per Dependent Child $10,000 Spouse/Domestic Partner $25,000 Spouse/Domestic Partner $50,000 Spouse/Domestic Partner, or $100,000 Spouse/Domestic Partner.

6 KEY POINT IMPUTED INCOME The IRS requires you to be taxed on the value of Employer-provided group life insurance over $50,000.The taxable value of your Basic Life Insurance coverage is called imputed income. Even though you don t receive cash, you are taxed as if you received cash in an amount equal to the value of this coverage. KEY POINT SMOKER/NON-SMOKER RATES APPLY Your contributions for Optional Life Insurance increase if you are a smoker. As part of the enrollment process, you are required to certify your smoker status. See Smoker/Non-Smoker Rates in the Optional Life Insurance section of this SPD for more information. KEY POINT DECREASE COVERAGE AMOUNTS AT ANY TIME You may decrease any of your Optional Life Insurance coverages (Optional Life Insurance, AD&D and Dependent Life Insurance) at any time. No EOI is required to decrease coverage. Enrollment As an Eligible Employee, you are automatically enrolled for Basic Life Insurance equaling 1x Base Pay, up to a maximum of $5 million at no cost to you. You do not need to enroll for this coverage. Changing Your Life Insurance Plan Options Within Your 30-Day Initial Enrollment Period You may elect your Optional Life Insurance, AD&D and Dependent Life Insurance Plan options within your 30- day Initial Enrollment Period, by contacting the Benefits Service Center online or by phone. As long as you enroll for coverage within your 30-day Initial Enrollment Period, your coverage will be effective as of your hire/rehire date or Transfer Date, as applicable. See How to Enroll for more detailed instructions. For more information see the EOI sections in each section of this SPD: Optional Life Insurance, AD&D Insurance, and/or Dependent Life Insurance. If You Do Not Enroll Within Your 30-Day Initial Enrollment Period If you do not elect to enroll in your Optional Life Insurance, AD&D and Dependent Life Insurance Plan options within your 30-day Initial Enrollment Period, you will receive Basic Life Insurance and you will be enrolled in the No Coverage option for Optional Life Insurance, AD&D and Dependent Life Insurance. However, you are permitted to change your Life Insurance Plan options outside of the annual enrollment period. See When Life Changes for more information.

7 KEY POINT LIFE EVENTS You may increase your Optional Life Insurance by 1x Base Pay without providing EOI if you have certain Life Events, provided you elect that increase within 30 days after the Life Event by contacting the Benefits Service Center online or by phone for example: Gaining a new Eligible Dependent through birth, adoption or placement for adoption or foster care You get married or divorced or legal separation/annulment (in states where legal separation equals divorce) Starting a Domestic Partnership (by meeting all the criteria as defined by the terms of the Plan) or ending a Domestic Partnership Your Eligible Dependent losing eligibility as a result of reaching the maximum coverage age Your status switches from Regular Full-Time Employee to Regular Part-Time Employee (or vice versa) A change to the employment status of your Spouse/Domestic Partner or Dependent Child, including the beginning or end of an unpaid leave of absence, a Family and Medical Leave Act (FMLA) leave or a change in work status (such as a switch from salaried to hourly pay or full-time to part-time hours) You or your Spouse or Domestic Partner take an unpaid leave of absence Your health coverage changes significantly due to your Spouse s/domestic Partner s employment status The death of your Dependent Child or Spouse/Domestic Partner, or Your Spouse s/domestic Partner s employment status changes. You may increase your life insurance by other amounts or at times other than during a Life Event, but you will need to provide EOI before the change will become effective. You may decrease any of your Optional Life Insurance coverages (Life Insurance, AD&D and Dependent Life Insurance) at any time. No EOI is required to decrease coverage. See When Life Changes for information about how your Life Insurance Plan coverage may be affected by certain Life Events and rules for supplying EOI. How to Enroll You enroll in the Life Insurance Plan through the Benefits Service Center, either online or by phone. You may be required to complete an EOI form; this will be provided to you if it is necessary. Online Follow these steps: Log on to NetBenefits and click Review Your Checklist at the top of the home page. Under the Starting at Merck section, expand the Set up your health and insurance benefits section, and then click Enroll. Before you select your benefits, click Review to update your dependent information. To enroll, change, or decline your coverage, click Review next to each benefit offering.

8 Click Save & Submit when you are done. A confirmation screen will display the elections you submitted. Print this page for your records as evidence of your successful enrollment. If additional EOI steps are required, your insurance does not take effect until you complete this process. KEY POINT COMPLETING ENROLLMENT IS YOUR RESPONSIBILITY When you enroll, it is your responsibility to complete all the required steps described above. You should print a copy of your enrollment confirmation statement and keep it with your important papers as evidence of your successful completion of the enrollment process. By Phone Customer Service Representatives can take your benefit elections by phone between 8:30 a.m. and 8:30 p.m. ET, Monday through Friday (excluding New York Stock Exchange holidays). Once you enroll by phone, it s a good idea to confirm your benefit elections online and print your confirmation statement. If you are unable to print your confirmation statement and would like to request a paper copy, you can contact the Benefits Service Center. In the U.S.: Call 800-66-MERCK (800-666-3725). TDD service for the hearing impaired: Call 888-343-0860. For overseas calls: Dial your country s toll-free AT&T USADirect access number then enter 800-666-3725. In the U.S., call 800-331-1140 to obtain AT&T USADirect access numbers. From anywhere in the world, access numbers are available online at http://www.att.com/traveler or from your local operator. How to Designate Your Beneficiary It s important that you designate a Beneficiary to receive benefits under your Basic Life Insurance, Optional Life Insurance and AD&D coverage in the event of your death. You may designate or change your Beneficiary at any time online via or you may complete and submit a Beneficiary form, available online through NetBenefits or by calling the Benefits Service Center. Please note that your Beneficiary designation must be on record with the Benefits Service Center to be valid. Any Beneficiary designations not on record with the Benefits Service Center are considered invalid. Any document other than a Beneficiary form which purports to designate or change your Beneficiary (e.g., a will, qualified domestic relations order, divorce decree, etc.) will not be recognized as a designation or change in your Beneficiary. KEY POINT CHANGING YOUR BENEFICIARY You may change your Beneficiary at any time. In the event of marriage, divorce, birth or death of a dependent, you may want to review your Beneficiary designation and make a change. Contact the Benefits Service Center online or by phone to change your Beneficiary at. Beneficiary for Employee Basic Life, Optional Life and AD&D Insurance You may name your estate, a trust, or any persons you designate as Beneficiary to receive your Basic Life Insurance and your Optional Life Insurance benefit, if you elected coverage, in the event of your death. Your Beneficiary for a death claim under AD&D Insurance is automatically the same Beneficiary on file for your Basic

9 Life Insurance, unless you make a different designation. For an injury claim under AD&D Insurance, the benefit is payable to you. If you do not have a valid Beneficiary designation on file with the Benefits Service Center at the time of your death, any Basic Life Insurance, Optional Life Insurance and/or AD&D Insurance proceeds will be paid to your estate. If you wish to name a minor child as a Beneficiary, you should keep in mind that some states limit payments to minors unless a legal guardian is appointed for either the child or the child s property. If you assign your coverage, your ability to designate a Beneficiary may be limited. See Assigning Benefits for more information. Beneficiary for Dependent Life Insurance You are automatically the Beneficiary for any Dependent Life Insurance you elect. Assigning Benefits You are permitted to assign your Basic Life Insurance, Optional Life Insurance, Dependent Life Insurance and AD&D Insurance coverage only as a gift (unless state insurance law requires otherwise). You may assign any rights, benefits or privileges that you have as an employee under this coverage to a person or entity (the assignee), including your right to name a Beneficiary or to convert this coverage to an individual policy. You are not permitted to assign such coverage for compensation or any other kind of consideration (unless state insurance law requires otherwise). (In accordance with state insurance law, residents of California and New York are permitted to assign their coverage for compensation or any other type of consideration.) If you assign your right to name a Beneficiary and you die without a Beneficiary being chosen by your assignee, your assignee will be the Beneficiary. (If your assignee/beneficiary is a person, that person must be alive at the time of your death. If not, the proceeds will go to the assignee/beneficiary s estate.) To the extent you assign your rights, your ability to make changes, including changes to your Beneficiary and/or coverage levels, will be limited and must be made by your assignee. Contact the Benefits Services Center (see Benefits Contacts and Resources ) for more information about assigning your life insurance benefits. When Life Insurance Coverage Begins Eligible Employees Your Life Insurance Plan coverage begins on your date of hire or rehire, subject to any Actively-at-Work and EOI requirements. Transferred Employees Life Insurance Plan coverage for you and your Eligible Dependents continues without interruption on your Transfer Date subject to the availability of those options under the Life Insurance Plan described in this SPD. If you change your coverage option within 30 days after your Transfer Date, your new coverage begins on your Transfer Date, subject to any Actively-at-Work and EOI requirements. Actively-at-Work Requirement You may be required to be Actively-at-Work on the date your Life Insurance Plan coverage (or any increase in coverage) begins. For more information see Actively-at-Work Requirement in the following sections of this SPD Basic Life Insurance, Optional Life Insurance, AD&D Insurance and/or Dependent Life Insurance.

10 EOI You do not need to provide EOI in order for your Basic Life Insurance or AD&D coverage to become effective. You may be required to provide EOI when you elect (or elect to increase) your amount of Optional Life Insurance and section of this SPD: Optional Life Insurance and/or Dependent Life Insurance. How to Provide EOI To provide EOI, you must provide Prudential proof of good health as part of your enrollment process within 60 days after the date of the request to enroll or change coverage. Prudential may request additional information, such as records from your health care provider or test results in evaluating your insurability. A physical exam, at your own expense, may be required. If EOI is required to add or change your coverage, such addition or change in coverage will not be effective unless Prudential determines that you have met the EOI requirements. If Prudential determines that you have met the EOI requirements, the change in coverage is effective on the date the insurance carrier approves the EOI application, provided you were Actively-at-Work on the day of the change. If you were not Actively-at-Work on that day, the change in coverage will become effective on the date you return to Actively-at-Work status. Paying for Life Insurance Coverage Regular Full-Time Employees, Regular Part-Time Employees, Merck Temporary Employees and U.S. Expatriates If you are an Eligible Employee, the Employer pays the full cost of your Basic Life Insurance coverage (see Key Point regarding Imputed Income). You pay the cost of any Optional Life Insurance, AD&D Insurance and Dependent Life Insurance coverage you elect through regular payroll deductions. Your employee contributions start the first of the month following or coincident with your date of hire/rehire, subject to any Actively-at-Work and EOI requirements. Current employee contributions for the different Life Insurance Plan options are listed on. Note that employee contributions will change periodically due to a variety of factors including age, salary, volume or plan experience. Transferred Employees If you are a Transferred Employee, you contribute toward the cost of your life insurance coverage as of your Transfer Date. For the month in which your Transfer Date occurs, any difference in your employee contribution between your coverage under your former Life Insurance Plan and your coverage under the Optional Life Insurance options will be adjusted in your paycheck as soon as administratively feasible. Employees on Leaves of Absence, Layoff or Long-Term Disability (LTD) Employees If you take a leave of absence, are placed on layoff or become an LTD Employee, see When Life Changes for information. After-Tax Contributions Your contributions toward the cost of Optional Life Insurance, Dependent Life Insurance and AD&D Insurance coverage are deducted from your paycheck on an After-Tax basis. This means your contributions come out of your pay after federal and state income and Social Security taxes are deducted.

11 Smoker/Non-Smoker Rates (Optional Life Insurance only) Eligible Employees are required to select smoker or non-smoker rates for Optional Life Insurance. See Smoker/Non-Smoker Rates in the Optional Life Insurance section of this SPD. KEY POINT IMPUTED INCOME The IRS requires you to be taxed on the value of Employer-provided group life insurance over $50,000.The taxable value of your Basic Life Insurance coverage is called imputed income. Even though you don t receive cash, you are taxed as if you received cash in an amount equal to the value of this coverage. Making Changes to Your Coverage Annual Enrollment Each year during annual enrollment, you may elect to make changes to your Life Insurance Plan coverage or keep your current life insurance elections, subject to its continued availability. Generally, the benefit elections you make will remain in effect for the entire Plan Year (Jan. 1 Dec. 31) unless you make a change to your coverage. Changes made during the annual enrollment period are effective Jan. 1 of the following year, subject to any Actively-at-Work and EOI requirements. If you do not make a change during annual enrollment, you will be deemed to have elected your current Life Insurance Plan options for the new year (subject to continued availability). Each year, you will be notified of the annual enrollment procedures, coverage costs and timeframes for enrolling in or changing your elections for the upcoming Plan Year. Since the Plan Sponsor may make changes to the Life Insurance Plan at any time, it is important to review your annual enrollment materials carefully when you receive them. You may access annual enrollment materials, obtain contact information, review Plan design changes and confirm most benefits through. Between annual enrollment periods, you may change or enroll in (if you had waived coverage) Life Insurance Plan coverage, subject to Actively-at-Work and EOI requirements. KEY POINT FROZEN VOLUME OF OPTIONAL LIFE COVERAGE FOR LEGACY MERCK EMPLOYEES ONLY The Survivor Income Protection option terminated midnight Dec. 31, 2010. If you are a Legacy Merck Employee and were enrolled in survivor income as of Dec. 31, 2010, that coverage terminated as of midnight on Dec. 31, 2010. Effective Jan. 1, 2011, that coverage was mapped to an amount of additional Optional Life Insurance equal to the actuarial equivalent dollar value of the survivor income coverage in which you were enrolled as of Dec. 31, 2010, as determined by Prudential. If the mapped amount, when added to your Optional Life Insurance in effect as of Dec. 31, 2010, exceeded the new Optional Life Insurance maximum of 8x Base Pay, up to a maximum of $16 million, your volume of coverage was frozen and does not change unless you take (or took) action. You may continue your frozen coverage volume as long as you make the required contributions. You may reduce your frozen coverage volume to 8x Base Pay or less at any time, but once you make a change, the frozen volume of coverage amount will no longer be available to you. Please note that as your salary increases over time, choosing 1x to 8x Base Pay in Optional Life Insurance may allow you to receive coverage in excess of your frozen volume of coverage amount, provided you satisfy the EOI requirements.

12 When Life Changes Life Events and Permitted Plan Changes You are permitted to make Plan changes at any time during the year. You may increase your Optional Life Insurance by 1x Base Pay without providing EOI if you experience a Life Event that allows you to make Permitted Plan Changes and you elect to increase your coverage by contacting the Benefits Service Center and enrolling in increased coverage within 30 days after the Life Event. You may increase your life insurance by other amounts or at times other than during a Life Event, but you will need to provide EOI before the change will become effective. In general, Life Events may include: Gaining a new Eligible Dependent through birth, adoption or placement for adoption or foster care You get married or divorced or legal separation/annulment (in states where legal separation equals divorce) Starting a Domestic Partnership (by meeting all the criteria as defined by the terms of the Plan) or ending a Domestic Partnership Your Eligible Dependent losing eligibility as a result of reaching the maximum coverage age Your status switches from Regular Full-Time Employee to Regular Part-Time Employee (or vice versa) A change to the employment status of your Spouse/Domestic Partner or Dependent Child, including the beginning or end of an unpaid leave of absence, an FMLA leave or a change in work status (such as a switch from salaried to hourly pay or full-time to part-time hours) You or your Spouse/Domestic Partner take an unpaid leave of absence Your health coverage changes significantly due to your Spouse s/domestic Partner s employment status The death of your Dependent Child or Spouse/Domestic Partner, or Your Spouse s/domestic Partner s employment status changes. KEY POINT COVERAGE AVAILABLE FOR ELIGIBLE DEPENDENTS ONLY Coverage for your dependents will end in accordance with the Plan s provisions regardless of whether you have notified the Plan Administrator. For example, if you cover your Spouse as a dependent under the Dependent Life Plan and become divorced, your Spouse s life insurance coverage will end as of the date of the divorce regardless of when you notify the Benefits Service Center. At the Plan Administrator s discretion, premium overpayments may or may not be refunded. How to Make a Change to Your Coverage You can request your change by contacting the Benefits Service Center. Any requested increase to your coverage may be subject to EOI. If your dependent is no longer eligible for coverage, you must drop coverage for that dependent immediately. When Changes Go Into Effect The effective date for the change will be the date of the event itself, subject to any Actively-at-Work and EOI requirements. Any changes to your contribution amount will take effect the first of the month following or coincident with the date of notification, subject to any Actively-at-Work and EOI requirements.

13 KEY POINT IF YOU HAVE A NEW SPOUSE/DOMESTIC PARTNER OR YOUR FIRST CHILD To enroll your new Spouse/Domestic Partner and/or your first child under Dependent Life Insurance, you must have a Spouse/Domestic Partner and/or a child on file with the Benefits Service Center. To add a new dependent online, log on to or call the Benefits Service Center. You may be asked to provide proof of your dependent s eligibility. If You Take a Leave of Absence Approved Paid Leave of Absence. If you take an approved paid leave of absence, your Employer will continue to deduct the cost of life insurance coverage through payroll deductions. Deductions will be on an After-Tax basis. Approved Unpaid Leave of Absence. If you take an approved unpaid leave of absence, you will be billed by the Benefits Service Center starting the first of the month following the commencement of your leave for coverage during your leave. Unpaid amounts for coverage for the period prior to the first day of the month after your leave will be payable by you upon your return from leave by payroll deduction. If you fail to pay premiums to continue coverage during your leave in the time and manner specified by the Plan Administrator, your coverage will end and you will not be able to re-enroll for coverage unless and until you return to active employment, subject to EOI requirements. Please note that upon your return to active employment, you will not be able to re-enroll in coverages that exceed the Plan maximums such as the Optional Life Volume Plan for certain Legacy Merck employees, and Dependent Life Spouse/Domestic Partner and Dependent Life Child(ren) for certain Legacy OBS employees. Information on the cost of coverage will be provided at the time of your leave. If You Are Placed on Layoff If you are placed on layoff, you may continue or decrease your Life Insurance Plan coverage. At the Plan Administrator s discretion, you will either be billed for the applicable portion of the cost of coverage during your layoff or the amount will accumulate and you will be billed at the end of your leave. For employees who return to work at the expiration of a layoff, any accumulated amounts will be deducted from your paychecks. If you fail to pay premiums to continue coverage in the time and manner specified by the Plan Administrator, your coverage will end and you will not be able to re-enroll for coverage unless and until you return to active employment, subject to EOI requirements. If at the time you go on layoff you are eligible for continuation of life insurance benefits while on layoff under the terms of the separation program described in the collective bargaining agreement applicable to you, the terms of the collective bargaining agreement and not the terms described in this section above apply to continuation of your life insurance benefits while on layoff. If You Receive LTD Benefits If you are or become an LTD Employee, you will continue to be eligible for Basic Life Insurance Plan coverage of 1x your Base Pay in effect on the date you become eligible for LTD Benefits while you are an LTD Employee. You may not add or increase any of your Life Insurance Plan coverage while you are an LTD Employee, but you may decrease your Life Insurance Plan coverage at any time while you are an LTD Employee.

14 You will also be eligible to continue your Optional Life Insurance and Dependent Life Insurance coverage at the level in effect on your first day absent due to disability, but if you fail to pay Optional Life Insurance coverage or Dependent Life Insurance coverage premiums, your eligibility for this continued coverage will end and you will not be able to re-enroll for coverage unless and until you return to actively at work status and provided you then satisfy any EOI requirements. Merck may elect to amend these eligibility rules at any time, and cease to provide Basic, Optional or Dependent Life Insurance coverage to an LTD Employee. Your Life Insurance Coverage During Your Absence Due to LTD Basic Life Insurance Optional Life Insurance AD&D Insurance Dependent Life Insurance You will continue to be eligible for Basic Life Insurance coverage of 1x Base Pay, up to $5 million, which coverage will be paid for by the Company as long as you continue to be eligible for this benefit. Eligibility for this coverage will end when you cease to be an LTD Employee, or the Plan is amended to modify this eligibility provision. To continue any Optional Life Insurance you must pay the applicable premiums in the time and manner required by the Plan Administrator. If you fail to pay timely the required premium, your Optional Life Insurance coverage will be terminated and you will not be eligible to purchase Optional Life Insurance Plan coverage until you return to active employment. You will not be able to increase your Optional Life Insurance coverage while you are an LTD Employee, or the Plan is amended to modify this eligibility provision. Your AD&D Insurance coverage will end at the end of the month in which you become an LTD Employee. To continue any Dependent Life Insurance, you must pay the applicable premiums in the time and manner required by the Plan Administrator. If you fail to pay timely the required premium, your Dependent Life Insurance coverage will be terminated and you will not be eligible to purchase Dependent Life Insurance coverage until you return to active employment. You may increase your Dependent Life Insurance coverage while you are receiving LTD Benefits, subject to EOI. Eligibility for this coverage will end when you cease to be an LTD Employee, or the Plan is amended to modify this eligibility provision. Waiver of Premium for Certain Legacy Merck Employees If you met certain conditions your premiums are waived while your death benefit protection will be extended while you are totally disabled. Eligible Legacy Merck Employees (other than IUC Members) whose first day absent due to total disability occurred on or after Jan. 1, 1999, are not eligible for a waiver of premium. IUC Members whose first day absent due to total disability occurred on or after Jan. 1, 2001, but before Jan. 1, 2003, or on or after Jan. 1, 2007, are not eligible for a waiver of premium. Eligible Legacy Merck Employees (other than IUC Members) whose first day absent due to total disability occurred before Jan. 1, 1999, may have been eligible for a waiver of premium. IUC Members whose first day absent due to total disability occurred before Jan. 1, 2001, or on or after Jan. 1, 2003, but before Jan. 1, 2007, may have been eligible for a waiver of premium. To have been eligible for the waiver, you must have been Actively-at-Work the day before your disability began. You must also have submitted evidence of your total disability by application to Prudential not earlier than 9 months and not later than 12 months from the first day you were absent from work due to disability (NOT from

15 the day you were approved for LTD Benefits under the Long Term Disability Plan). You are totally disabled if Prudential determined that you are not working at any job for wage or profit and due to sickness, injury or both you are not able to perform for wage or profit the material and substantial duties of any job for which you are reasonably fitted by your education, training or experience. To have been eligible for the waiver of premium, you must have timely submitted your application to Prudential and your total disability must have been approved by Prudential. If your application was approved, the waiver began not earlier than 10 months from the first day you were absent from work due to total disability and will continue until the earlier of age 65 or the date your total disability ends, as determined by Prudential. To remain eligible for the waiver, from time to time you may be required to provide evidence of your continuous total disability to Prudential. If you do not pay the applicable premiums (unless you are subject to a valid waiver of premium) for the coverage described above while you are receiving LTD Benefits under the Long Term Disability Plan, such coverages will be terminated and will not be reinstated unless and until you return to active employment. If You Die If you die, eligibility for coverage ends for you and your dependents. Your Beneficiary may be entitled to receive benefits under the Basic Life Insurance, Optional Life Insurance and, depending on your elections and the cause of your death, AD&D Insurance, subject to any exclusions in the policy with Prudential. See How Basic, Optional, AD&D and Dependent Life Insurance Benefits Are Paid. Also note that your covered dependents may convert or port their Dependent Life Insurance coverage when it ends. If You Apply For Disability Retirement If you apply for disability retirement your eligibility for Basic Life Insurance and Optional Life Insurance coverage continues as long as you and the Employer pay the applicable premiums. In the event you die before your disability retirement application is approved or denied, your Basic Life Insurance and Optional Life Insurance will be paid to your Beneficiary, provided the applicable premiums have been paid. If your disability retirement is approved, you may convert or port your coverage, subject to Prudential s rules. The 30-day period to convert/port will begin on the date you are notified that you are approved for disability retirement (not the retroactive effective date of the disability retirement). If you are absent from work due to disability before retirement, you may convert your coverage; however, you will not be eligible to port coverage. See Conversion Options and Rights and Portability in the Basic Life Insurance, Optional Life Insurance and Dependent Life Insurance sections of this SPD for more details about converting your coverage. When You Retire If you are a Legacy Merck Employee or a Legacy Schering Employee not described in this section and you retire on or after Jan. 1, 2011, you are not eligible for retiree life insurance. You may convert or port your Employee Basic Life Insurance, Employee Optional Life Insurance and Dependent Life Insurance coverage when those coverages end. Note that certain Legacy Schering Employees who retire on or after Jan. 1, 2011, may be eligible for retiree life insurance coverage. See the Legacy Schering Retiree Life Insurance SPD for information. If you retired prior to Jan. 1, 2011, you may have been eligible for retiree life insurance at the time of your retirement date. For Legacy Merck Employees, see the Legacy Merck Retiree Life Insurance SPD for information. For Legacy Schering Employees, see the Legacy Schering Retiree Life Insurance SPD for information.

How Basic, Optional, AD&D and Dependent Life Insurance Benefits Are Paid If you die while covered by the Life Insurance Plan, and subject to any exclusions in the policy with Prudential, your Beneficiary is entitled to the proceeds of the coverage in effect on the date of your death. Note that the Basic and Optional Life Insurance benefit amounts will be reduced by any amount paid to you under the Living Benefit Option and the Totally and Permanently Disabled Benefit ( T&P Benefit ). See Basic and Optional Life Insurance Living Benefit Option section for more detailed information about the Living Benefit Option and the Glossary for a more detailed definition of T&P Benefit. Rather than making a payment directly to your Beneficiary, Prudential will establish an interest-bearing checking account in your Beneficiary s name. This checking account is known as an Alliance Account. Prudential's Alliance Account is a supplemental contract offered to Beneficiaries receiving group life insurance payments. Life insurance benefits will be settled as a lump sum into an Alliance Account unless an alternate settlement option is selected If you do not have a valid Beneficiary designation on file with the Benefits Service Center, the proceeds of your Basic Life Insurance and Optional Life Insurance will be paid to your estate instead of being deposited into an Alliance Account. KEY POINT ADMINISTRATION, CHECK CLEARING AND PROCESSING SUPPORT The Bank of New York Mellon is the Administrator of the Prudential Alliance Account Settlement Option, a contractual obligation of The Prudential Insurance Company of America, located at 751 Broad Street, Newark, NJ 07102-3777. Draft clearing and processing support is provided by The Bank of New York Mellon. Alliance Account balances are not insured by the Federal Deposit Insurance Corporation (FDIC). The Bank of New York Mellon is not a Prudential Financial Company. The Prudential Alliance Account is not available for payments less than $5,000, payments to individuals residing outside the United States and its territories and certain other payments. Your Beneficiary decides what to do with the proceeds in the account. For example, your Beneficiary can take time to make financial decisions while still earning interest, start writing checks against the account immediately, or close out the account by writing a check for its full value. Prudential will only establish an Alliance Account if the amount payable to your Beneficiary is at least $5,000 and your Beneficiary is not an estate, guardian or legal entity. If your Beneficiary resides outside the United States, is an estate, guardian or legal entity, or if the amount payable is less than $5,000, your Beneficiary will receive a check directly from Prudential. Basic and Optional Life Insurance T&P Benefit for Certain Legacy Merck Employees The T&P benefit is available to Legacy Merck Employees only and is a $20,000 lump sum benefit payable to you (and subtracted from the amount otherwise payable to your Beneficiary under your Basic Life Insurance) if you became totally and permanently disabled (as determined by Prudential) before the age of 60. To be eligible for this benefit, you must have: 16 Been an Eligible Employee (other than IUC Member) whose first day absent due to total disability occurred before Jan. 1, 1999, or an IUC Member whose first day absent due to total disability occurred before Jan. 1, 2001, or on or after Jan. 1, 2003, but before Jan. 1, 2007 Been Actively-at-Work on the day before your total and permanent disability began Filed an application for a waiver of premium not earlier than nine months and not later than 12 months from the first day you were absent from work due to disability (NOT from the day you were approved for LTD Benefits under the Long-Term Disability Plan)

17 Filed a claim with Prudential for the T&P Benefit within the timeframe required to submit the application for the waiver of premium, and Had your claim approved by Prudential. Eligible Employees (other than IUC Members) whose first day absent due to total and permanent disability occurred on or after Jan. 1, 1999, and IUC Members whose first day absent due to total and permanent disability occurred on or after Jan. 1, 2001, but before Jan. 1, 2003, or on or after Jan. 1, 2007, are not eligible for the T&P Benefit. Basic and Optional Life Insurance Living Benefit Option The Living Benefit Option (also known as an Accelerated Death Benefit) is available if you are diagnosed with a terminal illness and have a life expectancy of 12 months or less. This provision allows you to access up to 90% (to a maximum of $250,000) of the sum of your Basic and Optional Life Insurance benefit while you re still alive. If Prudential has approved your claim for a T&P Benefit, the amount of the T&P Benefit will reduce the amount available to you under the Living Benefit Option dollar for dollar (but not below zero). The amount of the benefit available under the Living Benefit Option can be used by you for any reason. For example, if you were to become terminally ill and you had Basic Life Insurance coverage equal to $90,000, you would be able to receive up to $81,000 in Living Benefits if you did not have a T&P Benefit. However, if you have also been approved for a T&P Benefit, the amount available to you in Living Benefits would be reduced to $61,000 ($81,000 less $20,000 T&P Benefit). Upon your death, your Beneficiary would receive a death benefit equal to $9,000 ($90,000 less either the $81,000 living benefit you received prior to your death if you did not have a T&P Benefit or less $81,000 as the aggregate of the $61,000 living benefit you received prior to your death plus the $20,000 T&P Benefit you received prior to your death). The Living Benefit Option is not available to those who have assigned their life insurance. When Life Insurance Coverage Ends Your Basic Life Insurance, Optional Life Insurance, AD&D and Dependent Life Insurance coverage ends on the earliest of: The date your employment with the Company ends (unless you are a retiree or an LTD Employee, or until the end of your benefits continuation period, if eligible for benefits under the terms of the Merck U.S. Separation Benefits Plan) The date you are no longer eligible to participate If you are a retiree (meaning on your retirement date you were (a) at least age 55 with 10 years of adjusted service, or (b) age 65 regardless of length of service, or (c) for Legacy Merck Employees, disability retirement under the applicable Merck-sponsored pension Plan): AD&D coverage ends on the date you retire, and Basic Life Insurance, Optional Life Insurance and Dependent Life Insurance coverage end at the end of the month in which you retire. Note: If you are a Legacy Schering Employee who is eligible for retiree life insurance, certain coverages may continue. See the Legacy Schering Retiree Life Insurance SPD for more information. If you are an LTD Employee: Basic Life Insurance coverage ends as of the date Merck elects to amend the Plan to provide you are no longer eligible for this coverage. AD&D coverage ends at the end of the month in which you become eligible for LTD, and

18 Optional Life Insurance and Dependent Life Insurance coverage ends on the date you fail to pay the required employee contributions, unless you are otherwise eligible for a waiver of premiums, or as of the date Merck elects to amend the Plan to provide you are no longer eligible for this coverage. The date the required contributions for coverage are not paid The date Basic, Life Insurance, Optional Life Insurance, AD&D or Dependent Life Insurance coverage is terminated by the Plan Sponsor, or The date of your death. KEY POINT PORTING OR CONVERTING COVERAGE When coverage under the Life Insurance Plan ends, you may be eligible to convert your Basic Life Insurance or convert or port your Optional Life and Dependent Life Insurance coverage to an individual policy. See Conversion Options and Rights and Portability in the Basic Life Insurance, Optional Life Insurance and Dependent Life Insurance sections of this SPD for more details about converting your coverage. You cannot convert your AD&D coverage to an individual policy. If a Dependent Loses Eligibility Status When your Eligible Dependent is covered under Dependent Life Insurance and is no longer eligible for coverage, it is your responsibility to notify the Plan Administrator by changing your dependent s status by contacting the Benefits Service Center. If you do not notify the Plan Administrator when a dependent becomes ineligible for coverage, you may be subject to disciplinary action, up to and including termination. See You Must Maintain Eligible Dependents on File. Please note that coverage for that dependent will end in accordance with the Plan s provisions regardless of whether you have notified the Plan Administrator. For example, if you cover your Spouse as a dependent under the Dependent Life Insurance and become divorced, your Spouse s life insurance coverage will end as of the date of the divorce, regardless of when you notify the Benefits Service Center at or by phone. KEY POINT REPORTING A DEATH In the event of the death of an Eligible Employee or Eligible Dependent who is enrolled in Dependent Life Insurance, please call the Benefits Service Center.

19 HOW BASIC LIFE INSURANCE WORKS BASIC LIFE INSURANCE Basic Life Insurance protects your loved ones in the event of your death. This coverage is insured by Prudential, also known as the Claims Administrator. About Basic Life Insurance Basic Life Insurance coverage is provided at no cost to you by the Company in the amount of 1x of your Base Pay, rounded up to the next higher $1,000, up to a maximum of $5 million. Note: Your Basic Life Insurance coverage amount is adjusted automatically during the year as your Base Pay changes, e.g., merit increases, promotion/demotion, move from full-time to part-time status and vice versa. However, if your Base Pay increases, you must be Actively-at-Work on the day your Base Pay is adjusted for the change in coverage to be effective. See Actively-at-Work Requirement later in this section of this SPD. Key Features Basic Life Insurance is designed to help provide a foundation of financial security for your family in the event of your death. If you die while you are covered by Basic Life Insurance, your Beneficiary will receive a benefit. The benefit amount varies based on your annual Base Pay, adjusted to reflect your scheduled work hours, if a Part-Time Employee. If you are diagnosed with a terminal illness, and have a life expectancy of 12 months or less, you may be eligible to receive a Living Benefit from Basic Life Insurance. For more information, see Basic and Optional Life Insurance Living Benefit Option. The Claims Administrator, in its sole discretion, determines eligibility for Basic Life Insurance benefits. KEY POINT IMPUTED INCOME The IRS requires you to be taxed on the value of Employer-provided group life insurance over $50,000. The taxable value of your Basic Life Insurance coverage is called imputed income. Even though you don t receive cash, you are taxed as if you received cash in an amount equal to the value of this coverage. Your Coverage If you die while you are covered under Basic Life Insurance, your Beneficiary will receive a Basic Life Insurance benefit based on your coverage in the amount of 1x Base Pay, rounded to the next higher $1,000, up to $5 million, adjusted to reflect your scheduled hours, if a Part-Time Employee, at no cost to you. Actively-at-Work Requirement You must be Actively-at-Work on the date your Basic Life Insurance (or any increase in coverage) is scheduled to take effect. If the effective date of coverage is Jan. 1, you must be Actively-at-Work on the last business day prior to Jan. 1. If you are not Actively-at-Work on the date your Basic Life Insurance (or any increase in coverage) is scheduled to take effect, your coverage (or any increase in coverage) will not become effective until the date you become Actively-at-Work. The Actively-at-Work requirement does not apply to decreases in (or elimination of) coverage.

20 Conversion Options and Rights If your coverage terminates or is reduced, you have the right to convert your Basic Life Insurance to an individual policy insured by Prudential. EOI is not needed but the application must be submitted within 31 days of the termination date or 15 days from the date on which you are notified of your right to convert, if later (but in no event after the 92 nd day after your termination date). The maximum amount of coverage that you may convert is the amount of coverage that was terminated or reduced. You are not required to have a medical exam to convert to an individual policy. Your right to convert, however, will not in any event extend beyond 92 days after your coverage terminates or is reduced. Your Basic Life Insurance coverage remains in effect until the expiration of the 31-day period. If you do not submit an application and your first premium within the 31-day period, your coverage will terminate or reduce after the last day of that period. You must personally submit, or appoint a power of attorney to submit, your conversion application to Prudential. For more information about your conversion rights, contact Prudential; see Benefits Contacts and Resources. Portability You do not have the right to port your Basic Life Insurance to an individual policy with Prudential when your Basic Life Insurance under the Life Insurance Plan terminates or is reduced for any reason.

21 HOW EMPLOYEE OPTIONAL LIFE WORKS OPTIONAL LIFE INSURANCE Optional Life Insurance protects your loved ones in the event of your death. This coverage is insured by Prudential, also known as the Claims Administrator. About Optional Life Insurance Your Optional Life Insurance coverage benefit is based on your election and your Base Pay, reflecting your scheduled hours if you are a Part-Time Employee. You may elect No Coverage or you may choose to purchase Optional Life Insurance from 1x to 8x Base Pay, rounded to the next higher $1,000, up to a maximum of $16 million. Note: Your Optional Life Insurance coverage and costs are adjusted automatically during the year as your Base Pay, e.g., merit increases, promotion/demotion, move from full-time to part-time status and vice versa and/or age changes. Key Features Optional Life Insurance is designed to help provide a level of financial security for your family in the event of your death. The Plan offers you the opportunity to purchase Optional Life Insurance in excess of the Companypaid Basic Life Insurance amount. If you die while you are covered by Optional Life Insurance, your Beneficiary will receive a benefit. The benefit amount varies based on your coverage amount. If you are diagnosed with a terminal illness, and have a life expectancy of 12 months or less, you may be eligible to receive a Living Benefit from Optional Life Insurance. For more information, see Basic and Optional Life Insurance Living Benefit Option. The Claims Administrator, in its sole discretion, determines eligibility for Optional Life Insurance benefits. Your Coverage If you die while you are covered under Optional Life Insurance, your Beneficiary will receive an Optional Life Insurance benefit based on your coverage under the Plan in effect on your date of death. Actively-at-Work Requirement You must be Actively-at-Work on the date your Optional Life Insurance (or any increase in coverage) is scheduled to take effect. If the effective date of coverage is Jan. 1, you must be Actively-at-Work on the last business day prior to Jan. 1. If you are not Actively-at-Work on the date your Optional Life Insurance (or any increase in coverage) is scheduled to take effect, your coverage (or any increase in coverage) will not become effective until the date you become Actively-at-Work. The Actively-at-Work requirement does not apply to decreases in (or elimination of) coverage. EOI You may be required to provide EOI and obtain approval from the Claims Administrator prior to the date your Optional Life Insurance (or any increase in coverage) is scheduled to take effect.

22 30-Day Initial Enrollment Period EOI is not required the first time you are eligible to elect Optional Life Insurance, unless you elect an amount of insurance in excess of 3 Base Pay or enroll more than 30 days after you are first eligible. Changes During the Year You may change your life insurance at any time during the year; however, if you increase your amount of coverage, you may be required to provide satisfactory EOI before the new coverage amount becomes effective: If you experience a Life Event that allows you to make a Permitted Plan Change during the year, you may increase your life insurance amount by 1x Base Pay without providing EOI, provided you enroll for that increased coverage within 30 days after the Life Event by contacting the Benefits Service Center. Otherwise, EOI is required to increase your life insurance amount. EOI is never required to decrease or waive coverage. Annual Enrollment EOI is required if you elect to increase your amount of Optional Life Insurance during the annual enrollment period. Smoker/Non-Smoker Rates Employees are required to select smoker or non-smoker rates for Optional Life Insurance. To elect non-smoker rates, you must qualify as a non-smoker. If you do not qualify for non-smoker rates, you must elect smoker rates. If you fail to elect a rate, you will be deemed to have elected the non-smoker rates. To qualify for non-smoker rates, you must be smoke- and tobacco-free (i.e., cigarettes, cigars, pipe, chewing tobacco, electronic cigarettes) for 12 full months immediately prior to your election. Therefore, in order to elect non-smoker rates during an annual enrollment period, you would have needed to be smoke- and tobacco-free since the prior year s annual enrollment period. For example, to elect non-smoker rates on Nov. 4, 2015, you would need to have been smoke- and tobacco-free since Nov. 5, 2014 a full 12 months. KEY POINT DEFINING SMOKE- AND TOBACCO-FREE Lower Optional Life Insurance costs are available if you have been smoke- or tobacco-free for the 12-month period preceding your enrollment. Electronic cigarettes are now considered a smoking and tobacco product, and you must be free of their use for this 12-month period. Please note that becoming smoke- and tobacco-free is not a Life Event. Therefore, if you become smoke- and tobacco-free during the year, you will need to wait until the next annual enrollment period to elect non-smoker rates. If you do not qualify for non-smoker rates as described above, you must elect smoker rates. If you do not qualify as a non-smoker and fail to elect smoker rates, you will be considered to have provided false enrollment information. If it is later determined that you do not qualify as a non-smoker, any benefits that might eventually be paid to the Beneficiary for your life insurance could be impacted. Conversion Options and Rights If your coverage terminates or is reduced for reasons other than non-payment of premium, you have the right to convert your Optional Life Insurance to an individual policy insured by Prudential. EOI is not needed but the application must be submitted within 31 days of the termination date or 15 days from the date on which you are notified of your right to convert, if later (but in no event after the 92 nd day after your termination date). The

23 maximum amount of coverage that you may convert is the amount of coverage that was terminated or reduced. You are not required to have a medical exam to convert to an individual policy. Your right to convert, however, will not in any event extend beyond 92 days after your coverage terminates or is reduced. Your Optional Life Insurance coverage remains in effect until the expiration of the 31-day period. If you do not submit an application and your first premium within the 31-day period, your coverage will terminate or reduce after the last day of that period. You must personally submit, or appoint a power of attorney to submit, your conversion application to Prudential. For more information about your conversion rights, contact Prudential see Benefits Contacts and Resources. Portability If your coverage terminates for reasons other than non-payment of premium, you may also have the option to port your Optional Life Insurance coverages. Portability allows you to continue your Optional Life Insurance with Prudential at rates that are less than the conversion rates. EOI is not required if the application is made within 31 days of termination. However, if satisfactory EOI is provided, it may have a favorable effect on the premium rates. Standard rates apply if no evidence is submitted or if the evidence is not satisfactory. Certain conditions apply as follows: Termination must not be due to nonpayment of premiums or because the entire Plan terminated. You must be Actively-at-Work and not disabled on the day that your optional coverage terminates. The minimum coverage amount is $20,000 for the employee, and the maximum amount is the lesser of 5 Base Pay or $1 million. Age reduction applies; at age 65, the age reduction is 40% of the original face value, at age 70 it is 50% of the original face value, and coverage terminates at age 80. Other Important Information About Optional Life Insurance KEY POINT FROZEN VOLUME OF OPTIONAL LIFE COVERAGE FOR LEGACY MERCK EMPLOYEES ONLY The Survivor Income Protection option terminated midnight Dec. 31, 2010. If you are a Legacy Merck Employee and were enrolled in survivor income as of Dec. 31, 2010, that coverage terminated as of midnight on Dec. 31, 2010. Effective Jan. 1, 2011, that coverage was mapped to an amount of additional Optional Life Insurance equal to the actuarial equivalent dollar value of the survivor income coverage in which you were enrolled as of Dec. 31, 2010, as determined by Prudential. If the mapped amount, when added to your Optional Life Insurance in effect as of Dec. 31, 2010, exceeded the new Optional Life Insurance maximum of 8x Base Pay, up to a maximum of $16 million, your volume of coverage was frozen and does not change unless you take (or took) action. You may continue your frozen coverage volume as long as you make the required contributions. You may reduce your frozen coverage volume to 8x Base Pay or less at any time, but once you make a change, the frozen volume of coverage amount will no longer be available to you. Please note that as your salary increases over time, choosing 1x to 8x Base Pay in Optional Life Insurance may allow you to receive coverage in excess of your frozen volume of coverage amount, provided you satisfy the EOI requirements.

24 KEY POINT LEGACY OBS EMPLOYEE ON LTD ON DEC. 31, 2010 If you are a Legacy OBS Employee out on LTD before Jan. 1, 2009, your coverage is mapped to 1x Basic Life Insurance and 1x Optional Life Insurance, and the Company pays the full cost of this coverage.

25 HOW ACCIDENTAL DEATH AND DISMEMBERMENT (AD&D) INSURANCE WORKS AD&D INSURANCE AD&D Insurance provides a benefit, in addition to any other life insurance benefits which you have elected, payable if you die or suffer certain injuries as the result of an accident. This coverage is insured by Prudential, also known as the Claims Administrator. About AD&D Insurance If you elect to enroll in AD&D Insurance, your coverage is based on your election and your Base Pay, adjusted to reflect your scheduled hours, if a Part-Time employee. You may elect No Coverage, or choose from 1x to 8x Base Pay, rounded to the next higher $1,000, up to a $1 million maximum benefit. Note: Your AD&D Insurance coverage and costs are adjusted automatically during the year if your Base Pay changes Key Features AD&D Insurance is optional coverage that is designed to help provide a level of financial security for your family if you die or suffer certain disabilities as the result of an accident. If you die while you are covered under AD&D Insurance and as the result of an accident, your Beneficiary will receive a benefit. The benefit amount varies based on your coverage amount. If you suffer accidental loss of limb or eyesight or other covered loss while you are covered under AD&D Insurance, you will receive a benefit. The benefit amount varies based on your coverage amount and the loss suffered. The Claims Administrator, in its sole discretion, determines eligibility for AD&D Insurance benefits. Your Coverage The chart on the following page shows the benefits available in the event of a loss that is the result of an accident while you are covered under AD&D Insurance. The benefit amounts are based on the option in effect on the date of your death limited to $1 million and rounded to the next higher $1,000. This benefit is paid in addition to the amount payable under Basic Life Insurance and/or Optional Life Insurance.

26 Covered Loss Benefit Amount Life 100% Both hands or both feet 100% Entire sight of both eyes 100% One hand and one foot 100% One hand or one foot and entire sight of one eye 100% Speech and hearing in both ears 100% Quadriplegia 100% Paraplegia 75% Hemiplegia 50% Uniplegia 25% One hand or one foot 50% Sight in one eye 50% Speech or hearing in both ears 50% Thumb and Index finger of the same hand 25% Coma Brain Damage 1% up to 100 months, less any other Principal Sum benefits paid after 31 days of continuous coma 1% up to 100 months, less any other Principal Sum benefits paid after 31 days of continuous coma Actively-at-Work Requirement You must be Actively-at-Work on the date your AD&D coverage (or any increase in coverage) is scheduled to take effect. If the effective date of coverage is Jan. 1, you must be Actively-at-Work on the last business day prior to Jan. 1. If you are not Actively-at-Work on the date your AD&D coverage (or any increase in coverage) is scheduled to take effect, your coverage (or any increase in coverage) will not become effective until the date you become Actively-at-Work. The Actively-at-Work requirement does not apply to decreases in (or elimination of) coverage. EOI EOI is not required to elect or make changes to your AD&D coverage.

Exclusions and Limitations Losses not covered include suicide or attempted suicide; self-inflicted injury or any attempt at a self-inflicted injury; sickness; medical or surgical treatment of a sickness; or any infection, other than pyogenic, which occurs through and at the time of an accidental cut or wound. Conversion Options and Rights You do not have the right to convert your AD&D Insurance to an individual policy with Prudential when your AD&D Insurance under the Life Insurance Plan terminates or is reduced for any reason. Portability You do not have the right to port your AD&D Insurance to an individual policy with Prudential when your AD&D Insurance under the Life Insurance Plan terminates or is reduced for any reason. 27

28 HOW DEPENDENT LIFE INSURANCE WORKS DEPENDENT LIFE INSURANCE Dependent Life Insurance can ease your financial burden if your Spouse/Domestic Partner or Dependent Child(ren) dies. This coverage is insured by Prudential, also known as the Claims Administrator. About Dependent Life Insurance You can elect Dependent Life Insurance coverage on the life of your Spouse/Domestic Partner and/or Dependent Child(ren). EOI may apply. You choose from the following benefit options: No Coverage Key Features Coverage $10,000 per Dependent Child $10,000 Spouse/Domestic Partner $25,000 Spouse/Domestic Partner $50,000 Spouse/Domestic Partner, or $100,000 Spouse/Domestic Partner. You are automatically the Beneficiary for any Dependent Life Insurance. The Claims Administrator, in its sole discretion, determines eligibility for Dependent Life Insurance benefits. If your Eligible Dependent dies while covered under Dependent Life Insurance, you will receive a Dependent Life Insurance benefit based on your dependent s coverage under the Plan in effect on his/her date of death. Actively-at-Work Requirement You do not have to be Actively-at-Work when you add or increase your Dependent Life Insurance coverage. However, an Eligible Dependent who is confined for medical care or treatment at home or elsewhere on the day Dependent Life coverage (or a change in coverage) would otherwise take effect, will not be covered until (and unless) the dependent has a final medical release by the dependent s physician from all such confinement. (This does not apply to an Eligible Dependent who, at birth, is your first Eligible Dependent or if the child becomes an Eligible Dependent while you are insured for dependent coverage for any other Eligible Dependent.) EOI EOI is not required in order for coverage to become effective for your Dependent Child(ren). Your Spouse/Domestic Partner may be required to provide EOI and obtain approval from the Claims Administrator prior to the date your Dependent Life Insurance (or increase in coverage) is scheduled to take effect: Provided you enroll your Spouse/Domestic Partner within 30 days after you first become eligible for coverage and you elect coverage of $10,000, EOI is not required. Otherwise, EOI is required for a Spouse/Domestic Partner.

29 Exclusions and Limitations The following exclusions and limitations apply to all the benefits that apply to Dependent Life Insurance: A Dependent Child is eligible for benefits only from live birth. Benefits are not provided for a Dependent Child who is confined for medical care or treatment at home or elsewhere on the day Dependent Life coverage (or a change in coverage) would otherwise take effect, will not be covered until (and unless) the dependent has a final medical release by the dependent s physician from all such confinement. (This does not apply to a Dependent Child who, at birth, is your first Eligible Dependent or if the child becomes an Eligible Dependent while you are insured for dependent coverage for any other Eligible Dependent.) Conversion Options and Rights If your coverage terminates for reasons other than non-payment of premium, or it is reduced, you have the right to convert your Dependent Life Insurance to an individual policy insured by Prudential. EOI is not needed but the application must be submitted within 31 days of the termination date or 15 days from the date on which you are notified of your right to convert, if later (but in no event after the 92 nd day after your termination date). The maximum amount of coverage that you may convert is the amount of coverage that was terminated or reduced. You are not required to have a medical exam to convert to an individual policy. Your right to convert, however, will not in any event extend beyond 92 days after your coverage terminates or is reduced. Your Dependent Life Insurance coverage remains in effect until the expiration of the 31-day period. If you do not submit an application and your first premium within the 31-day period, your coverage will terminate or reduce after the last day of that period. You must personally submit, or appoint a power of attorney to submit, your conversion application to Prudential. For more information about your conversion rights, contact Prudential see Benefits Contacts and Resources. Portability If your coverage terminates for reasons other than non-payment of premium, you may also have the option to port your Dependent Life Insurance coverage. In most cases, you must port your Optional Life Insurance in order to also port your Dependent Life Insurance. Contact Prudential for additional information.

30 IMPORTANT INFORMATION ABOUT THE PLAN ADMINISTRATIVE INFORMATION This section contains information on the administration and funding for the Life Insurance Plan, as well as your rights as a Life Insurance Plan participant. While you may not need this information for day-to-day participation in the Life Insurance Plan, you should read through this section. It is important for you to understand your rights, the procedures you need to follow and the appropriate contacts you may need in certain situations. Your Rights Under USERRA The Life Insurance Plan is not subject to the continuation coverage requirements of the Uniformed Services Employment and Reemployment Rights Act of 1994 ( USERRA ). If you are eligible to continue to receive Base Pay from the Employer during your military leave, coverage will continue in accordance with the Plan s terms and conditions applicable to an employee on a paid leave of absence. Employee contributions at the active employee rate will continue to be deducted from your pay for optional coverages; to the extent your pay is insufficient to pay the required contributions, unpaid contributions will be accumulated and be payable by you when you return to active employee status. You may also elect to cancel or reduce your optional coverages under the Life Insurance Plan during your military leave. If you want to make an election to cancel or reduce your optional coverages during your military leave contact the Benefit Service Center. Note, however, that you will not be able to reinstate any cancelled or reduced coverage while on military leave. When you return to active employee status, you may be eligible to re-enroll for these optional coverages subject to the Plan s rules, including EOI. If you are not eligible to continue to receive Base Pay from the Employer during your military leave, your coverage will continue while you are an employee of an Employer in accordance with the Life Insurance Plan s terms and conditions applicable to an employee on an unpaid leave of absence. Your Basic Life Insurance coverage will continue while you are an employee of an Employer on military leave at no cost to you. You will receive a monthly invoice directly from the Benefit Service Center showing the amount of your employee contribution at the active employee rate required to continue your optional coverages. If you do not pay the required monthly employee contribution in the time and manner specified on the invoice, these coverages will terminate as of the last day of the month for which employee contributions have been timely received and they will not be reinstated while you are on military leave. When you return to active employee status, you may be eligible to re-enroll for these optional coverages subject to the Plan s rules, including EOI. For more information regarding your rights during a military leave contact the Benefits Service Center or refer to Merck s Military Leave Policy, available on Sync or by request to the Merck My Support Center. Your Rights Under ERISA As a participant in the Life Insurance Plan, you are entitled to certain rights and protections under the Employee Retirement Income Security Act of 1974 ( ERISA ). ERISA provides that all Plan participants shall be entitled to the following: Receive Information About Your Plan and Benefits Examine, without charge, at the Plan Administrator s office and at other specified locations, such as worksites and union halls, all documents governing the Life Insurance Plan, including insurance contracts and collective bargaining agreements, and a copy of the latest annual report (Form 5500 Series) filed by the Plan with the U.S. Department of Labor and available at the Public Disclosure Room of the Employee Benefits Security Administration office.

31 Obtain, upon written request to the Plan Administrator, copies of documents governing the operation of the Plan, including insurance contracts and collective bargaining agreements, 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, if applicable. The Plan Administrator is required by law to furnish each participant with a copy of this summary annual report, if applicable. Prudent Actions by Plan Fiduciaries In addition to creating rights for Plan participants, ERISA imposes duties upon the people who are responsible for the operation of the employee benefit plan. The people who operate your Plan, called fiduciaries of the Plan, have a duty to do so prudently and in the interest of you and other Plan participants and Beneficiaries. No one, including your employer, your union or any other person may fire you or otherwise discriminate against you in any way to prevent you from obtaining a welfare benefit or exercising your rights under ERISA. Enforcing Your Rights If your claim for a welfare 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. For more information, see Claims and Appeals. 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 which is denied or ignored, in whole or in part, you may file suit in federal court. In addition, if you disagree with the Plan s decision or lack thereof concerning the qualified status of a medical child support order, you may file suit in federal court. If it should happen that the Plan fiduciaries misuse the Plan s money, or if you are discriminated against for asserting your rights, you may seek assistance from the U.S. Department of Labor, or you may file suit in a federal court. The court will decide who should pay court costs and legal fees. If you are successful, the court may order the person you have sued to pay these costs and fees. If you lose, the court may order you to pay these costs and fees, for example, if it finds your claim is frivolous. Assistance with Your Questions If you have any questions about the Life Insurance 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 of the Employee Benefits Security Administration at: Division of Technical Assistance/Employee Benefits Security Administration U.S. Department of Labor 200 Constitution Avenue, N.W. Washington, DC 20210 You may also obtain certain publications about your rights and responsibilities under ERISA by calling the publications hotline of the Employee Benefits Security Administration at 866-444-3272 or accessing their website at http://www.dol.gov/ebsa.

32 Claims and Appeals How to File a Claim In the event of your death, or the death of a covered Spouse/Domestic Partner or Dependent Child, the Beneficiary should call Fidelity Survivor Services at 877-208-0800. To receive benefits, a completed claim form must be submitted to Prudential along with an original or certified copy of the death certificate. Any participant or Beneficiary or a duly authorized representative (claimant) may file a written claim for benefits. Claim forms are available only by calling Fidelity Survivor Services at 877-208-0800. The claimant will receive a written notice from the Claims Administrator, or its delegate, regarding the claim within 90 days of its receipt by the Claims Administrator. If an extension is required to process the claim, the claimant will receive notice for the need for an extension (not to exceed an additional 90 days), before the end of the initial 90-day period, explaining the reasons for the delay. If the claimant is not furnished notice within the 90-day period, the claim will be considered denied. If you, your Beneficiary or your authorized representative feel that the Claims Administrator has made an error concerning your benefits, you, your Beneficiary or your authorized representative have the right to request reconsideration under the Plan in accordance with the following procedure. Please note that all requests for reconsideration shall be submitted in writing to the Claims Administrator. See Benefits Contacts and Resources for Written Appeals for address information. Appealing a Claim In the event that a claim is denied, in whole or in part, the claimant shall be furnished with notice of the decision within a reasonable period of time after the filing of the claim. Such notice of the decision shall be in writing and shall include: The specific reasons for the denial The specific provisions of the Plan on which the denial was based Any additional material or information necessary for claimant to perfect the claim as well as an explanation of why such material or information is necessary An explanation of the claim appeal procedures set forth below, and A statement of claimant s right to bring a civil action under section 502(a) of ERISA. Every claimant shall have a reasonable opportunity to appeal a denial of a claim. Such appeal shall be made, in writing, by the claimant or a duly authorized representative. The claimant is entitled to reasonable access to and copies of all information that is relevant to the claim. This includes all information relied on in making the benefit determination, including information submitted to, considered, or generated by the Plan in considering your claim, and documents demonstrating the Plan s processes for ensuring proper, consistent decisions. The claimant may appeal and request a claim review within a reasonable time, but in no case will the claimant be required to make such a request within less than 60 days after receipt by claimant of written notice of the denial of the claim. The request must be made in writing and should be filed with the Claims Administrator at the following address: Claims Administrator for the Merck Group Life Insurance Plan The Prudential Insurance Company of America Group Life Claim Division P.O. Box 8517 Philadelphia, PA 19176

33 The Claims Administrator will forward claimant s appeal request to the appropriate persons for review. The reviewer will reconsider the claim, and claimant will receive a written notice of the decision within 60 days after the appeal is filed. If more time is needed, the reviewer may be permitted to have a 60-day extension, so long as claimant is notified in advance of the need and reasons for the delay. The Claims Administrator shall provide claimant with written notification of the Plan s benefit determination on review. In the case of an adverse benefit determination, such notice will indicate: The reason for the adverse determination on review Reference to the specific provisions of the Plan on which the benefit determination is based A statement that claimant is entitled to receive, upon request and free of charge, reasonable access to, and copies of, all documents, records and other information relevant to the claim for benefits A description of claimant s right to bring a civil action under ERISA following an adverse benefit determination on review, and A description of claimant s right to obtain additional information upon request about any voluntary appeals procedures under the Plan. All decisions are final and binding unless determined to be arbitrary and capricious by a court of competent jurisdiction. Exhaustion of Process You must exhaust the level-one process of the appeal procedure before you initiate any litigation, arbitration or administrative proceeding regarding the denial of your appeal or any matter within the scope of the appeals procedure. Claims and Appeals for Eligibility to Participate in the Life Insurance Plan If you, your Beneficiary or your authorized representative feel that an error has been made concerning your eligibility to participate in the Plan (e.g., your eligibility to elect a particular coverage option, add a dependent, etc.), you, your Beneficiary or your authorized representative may request reconsideration under the Plan. All requests for reconsideration shall be submitted in writing to the Plan Administrator at the following address: Merck Sharp & Dohme Corp. Attn: Plan Administrator (GSA-HTR) c/o P.O. Box 770003 Cincinnati, OH 45277-0065 Express mail address: Merck Sharp & Dohme Corp. Attn: Plan Administrator (GSA-HTR) c/o Mail Zone KC1F-L 100 Crosby Parkway Covington, KY 41015 The Plan Administrator will review your claim and respond to you with a determination. The decision of the Plan Administrator is final and binding.

34 Benefits Contacts and Resources for Written Appeals The following chart lists the appeals address for each of the available Life Insurance Plan coverage options and/or benefit features of the Plan. If a Claim Is Denied Benefit Appeals Basic Life Insurance Optional Life Insurance Dependent Life Insurance AD&D Insurance Eligibility Appeals For all Plan options Send Your Written Appeal to: Claims Administrator for the Life Insurance Plan or the Claims Administrator for the Merck Group Life Insurance Plan: The Prudential Insurance Company of America Group Life Claim Division P.O. Box 8517 Philadelphia, PA 19176 Plan Administrator for the Life Insurance Plan: Merck Sharp & Dohme Corp. Attn: Plan Administrator (GSA-HTR) c/o P.O. Box 770003 Cincinnati, OH 45277-0065 Express mail address: Merck Sharp & Dohme Corp. Attn: Plan Administrator (GSA-HTR) c/o Mail Zone KC1F-L 100 Crosby Parkway Covington, KY 41015

35 Plan Disclosure Information Employer/Sponsor Merck Sharp & Dohme Corp. sponsors the Merck Medical, Dental, Life Insurance and Long Term Disability Plan. The employer identification number assigned to Merck Sharp & Dohme by the IRS is #22-1261880. The address and phone number for the Plan Sponsor is: Merck Sharp & Dohme Corp. Attn: Plan Administrator (GSA-HTR) c/o P.O. Box 770003 Cincinnati, OH 45277-0065 Express mail address: Merck Sharp & Dohme Corp. Attn: Plan Administrator (GSA-HTR) c/o Mail Zone KC1F-L 100 Crosby Parkway Covington, KY 41015 Telephone: 866-MERCK-HD (866-637-2543) For U.S. employees calling from outside of the United States: +1-908-423-HELP (+1-908-423-4357) Plan Administrator/Claims Administrator The Plan Administrator for the Merck Medical, Dental, Life Insurance and Long Term Disability Plan is Merck Sharp & Dohme Corp. Administration of the Life Insurance Plan is the responsibility of the Plan Administrator. Prudential, as the Claims Administrator, determines which claims are covered under the Life Insurance Plan in accordance with the official Life Insurance Plan documents. For the list of Claims Administrators, see the Plan Funding and Administration chart. The Plan Administrator has the exclusive discretion to construe and interpret the terms of the Life Insurance Plan as follows: To adopt such rules for the administration of the Plan as it considers desirable To make factual determinations, interpret and construe the Plan, correct defects, supply omissions and reconcile inconsistencies to the extent necessary to effectuate the Plan, resolve all questions arising in the administration, interpretation and application of the Plan, and such action will be conclusive upon the Company, the Plan, participants, employees, their dependents and Beneficiaries To decide all questions of eligibility and participation To prescribe procedures and election forms to be followed by participants to make elections to this Plan To accept, modify or reject elections under the Plan To authorize disbursements on behalf of the Plan To prepare and distribute to participants information explaining the Plan and the benefits available hereunder in such a manner as the Plan Administrator deems appropriate To settle any lawsuit against the Plan or Plan Administrator, and

36 To request and receive from all participants such information as the Plan Administrator will from timeto-time determine to be necessary for the proper administration of the Plan. The Plan Administrator has reserved the right to delegate all or any portion of its authority described above to a representative. The Plan Administrator has delegated all of its authority described above with respect to authorizing disbursements for benefits on behalf of the Plan and adjudicating claims and appeals for benefits (and handling any resulting lawsuits) under the Life Insurance Plan to the Claims Administrator. That means that the Claims Administrator has the sole authority to determine such matters under the Plan and the Plan Administrator will not and cannot substitute its judgment for that of the Claims Administrator on such matters. It also means the Claims Administrator has all of the discretion described above to the extent it relates to the Claims Administrator s duties under the Life Insurance Plan, for example regarding eligibility for benefits, according to the broad discretion set forth above. The amounts paid to the Claims Administrator by the Plan Sponsor and the Plan are designed to, and do, ensure that the Claims Administrator is not subject to influence by Merck & Co., Inc. or its subsidiaries, including but not limited to financial influence, as the Claims Administrator acts as a fiduciary for the Plan and the Plan participants. The Plan Sponsor designed this structure to ensure that any court reviewing determinations made by the Claims Administrator will defer to the Claims Administrator s decisions unless the court finds that the determination was both arbitrary and capricious, a highly deferential standard. Contact the Plan Administrator if you have any questions about the Life Insurance Plan other than routine questions or questions about the filing or status of claims under the Plan. For routine questions, call the Benefits Service Center. For questions about the filing status of claims, contact the Claims Administrator at the address listed in Contact Information for Written Appeals. Agent for Service of Legal Process If, for any reason, you want to seek legal action against the Life Insurance Plan, you can serve legal process on Merck Sharp & Dohme Corp. by directing such service to the following address: Merck Sharp & Dohme Corp. Attn: Benefits and Executive Compensation Legal Group 2000 Galloping Hill Road Bldg. K-1, 3 rd Floor Kenilworth, NJ 07033 Service of legal process may also be made upon the Plan Sponsor or the Plan Administrator. Plan Funding and Administration The Life Insurance Plan is funded by contributions from the Company and participating Eligible Employees. Funds for the payment of certain premiums and certain Plan expenses are held in a trust. The remaining premium payments are paid from the Company s general assets. The Claims Administrator holds certain reserves with respect to the Plan. The Trustee is: The Bank of New York Mellon Corporation AIM 102-1200 One Wall Street New York, NY 10286

37 Trust Merck & Co., Inc. is responsible for the funding policy of the trusts and for determining the amount of contributions. The trusts are intended to be tax-exempt under the Internal Revenue Code of 1986, as amended. Merck & Co, Inc. or its subsidiaries may fund additional benefits through the trust(s) at a later time. If a trust is terminated, the assets in the trust will be used to pay all existing liabilities. Any remaining assets may then be used to provide other benefits for employees in accordance with Internal Revenue Code guidelines. Plan Funding and Administration Chart Official Plan Name and Plan Type and Plan Sponsor Merck Medical, Dental, Life Insurance and Long Term Disability Plan Plan type: Employee welfare program providing group life insurance coverage Plan Number Benefits Type 502 Basic & Optional Life Insurance, AD&D Insurance, and Dependent Life Insurance Claims Administrator The Prudential Insurance Company of America Type of Administration Insurance Company Administration Insured or Self-Insured Insured by Prudential Insurance Company of America Plan Sponsor: Merck Sharp & Dohme Corp. No Right to Employment Nothing in this SPD represents or is considered an employment contract, and neither the existence of the Life Insurance Plan nor any statements made by or on behalf of the Company or the Employer shall be construed to create any promise or contractual right to employment or to the benefits of employment. The Company, the Employer or you may terminate the employment relationship without notice at any time and for any reason. Plan Amendment or Termination The Plan Sponsor reserves the right to amend the Life Insurance Plan in whole or in part or to completely discontinue the Life Insurance Plan or any benefits or eligibility for any benefits at any time. However, following a change in control, as defined in the Merck & Co., Inc. Change in Control Separation Benefits Plan ( the Separation Benefits Plan ), certain limitations apply to the ability of Merck & Co., Inc. or its subsidiaries to amend or terminate the Life Insurance Plan. For two years following a change in control (as defined in the Separation Benefits Plan) the material terms of the Life Insurance Plan (including terms relating to eligibility, benefit calculation, benefit accrual, cost to participants, subsidies and rates of employee contributions) may not be modified in a manner that is materially adverse to individuals that participated in the Plan immediately before the change in control. During that twoyear period, the Company will pay the legal fees and expenses of any participant that prevails on at least one material item of his/her claim for relief in an action regarding an impermissible amendment (other than ordinary claims for benefits). Amendments may be retroactive; however no amendment or termination shall reduce the amount of any benefit otherwise payable under the Life Insurance Plan for charges incurred prior to the effective date of such amendment or termination.

38 If a benefit is terminated and surplus Plan assets, as determined under ERISA, remain after all liabilities have been paid, such surplus shall revert to the Plan Sponsor to the extent permitted under applicable law, unless otherwise stated in the applicable plan document. If a benefit is terminated and amounts remain which are not ERISA Plan assets, such surplus shall revert to the Plan Sponsor. Plan Documents This SPD is intended as merely a summary of the official Plan documents and should be retained as part of your permanent records. It does not describe every Plan provision in full detail and it does not alter the Plan or any legal instrument related to the Plan s creation, operations, funding or benefit payment obligations. Every effort has been made to ensure that this SPD accurately reflects relevant Plan provisions currently in effect. However, the Plan documents, which may include insurance contracts and other written agreements with service providers (each of which are held on file with the Plan Sponsor) will govern in the event of any conflict between those documents and this SPD, any verbal representation, or with respect to any provision not discussed in this SPD. Plan Year The Plan Year for the Life Insurance Plan begins on Jan. 1 and ends on Dec. 31 of each year. The financial records of the Life Insurance Plan are kept on a calendar-year basis.

39 GLOSSARY This section defines key words that are frequently used in the SPD. These terms are capitalized throughout the SPD. Actively-at-Work You are considered to be Actively-at-Work if you are at your usual Company work site or any other place that Company business is being conducted. You are not considered to be Actively-at-Work if you are absent from work for any reason (including short and long-term disability, leave of absence, etc.) other than for a vacation that is no more than four weeks in duration and was approved by your supervisor, or were volunteering through an Employer-approved volunteer program. If you work less than a five-day work week, you are considered Actively-at-Work on the days you are not scheduled to work, provided you are at your usual Company work site or any other place that the Company requires you to conduct business on your last scheduled work day before your unscheduled days. For example, if your scheduled work week is Wednesday, Thursday and Friday of each week, you are considered Activelyat-Work on the following Monday and Tuesday if you are at your usual Company site or any other place that the Company requires you to conduct business on the previous Friday. If you are absent from work on that Friday for any reason other than a vacation or volunteer day approved by your supervisor, you are not considered Actively-at-Work on the following Monday or Tuesday. Accelerated Death Benefit See definition of Living Benefit Option. AD&D Insurance Accidental Death and Dismemberment Insurance. After-Tax Contributions for benefits coverage that are deducted from your pay after federal (and certain state) income and employment taxes are deducted. Base Pay Your annual rate of compensation before any before-tax deductions, excluding bonuses, overtime, shift differential, incentives, lump sum merit increases, non-recurring incentives, commissions and sales cash incentives, and other forms of special compensation or other extra pay as determined by the Company in its sole discretion. For employees of Covered Collective Bargaining Units, Base Pay includes cost of living adjustments (COLA). For employees located outside the U.S., Base Pay means your annual salary plus mandatory payments required by law (or customarily included in the determination of annual salary) provided, however, that the Company may in its sole discretion exclude from Base Pay certain compensation elements, including, but not limited to, allowances, benefits and any lump sum payments provided locally. For Part-Time Employees, Base Pay reflects your regularly scheduled hours. For example, if your annual rate of compensation before any before-tax deductions described above is $100,000 based on a 40-hour work week and you are regularly scheduled to work 20 hours, your Base Pay is $50,000. Basic Life Insurance Company-paid group term life insurance coverage equaling 1x Base Pay rounded to the next highest $1,000, up to a maximum of $5 million. Beneficiary A person, trust or other entity that you identify in accordance with the terms and conditions of the Life Insurance Plan to receive any Basic Life Insurance, Optional Life Insurance and/or AD&D death benefits payable under the Plan. See How to Designate Your Beneficiary in the About Your Life Insurance Coverage section of this SPD.

40 Casual Employee A person who may be called by the Employer at any time for employment in the U.S. on a non-scheduled and non-recurring basis, and becomes an employee of the Employer only after reporting to work for the period of time during which the person is working and who is not classified as a Regular Full-Time Employee, Regular Part-Time Employee or a Merck Temporary Employee in the Company s employee data base. Claims Administrator The Prudential Insurance Company of America. The Plan Administrator has delegated authority to the Prudential Insurance Company of America to provide claim processing, claim investigation, claim control and daily administration of the Plan. All decisions concerning the payment of claims under the Plan are at the sole discretion of the insurance company. Company Merck & Co., Inc. and its wholly owned subsidiaries. Covered Collective Bargaining Unit All collective bargaining units except the United Steelworkers Union Local 10-0086 collective bargaining unit. For a list of Covered Collective Bargaining Units, see Exhibit A. Dependent Children See Eligible Dependents. Domestic Partner/Domestic Partnership Two people in a Spouse-like relationship who share an ongoing, exclusive, emotionally committed relationship (and intend to do so indefinitely) and meet all of the following criteria: Are at least age 18 and mentally competent to enter into a legal contract Are not related by blood or adoption to a degree closer than permitted by state law for marriage Are not married to another person under statutory or common law of the United States nor in a Domestic Partnership with another person Are jointly responsible for each other s welfare, financial and other obligations, and Reside together in the same household and have done so for at least 12 months. Eligible Dependents Your Spouse/Domestic Partner. Your Dependent Children up to the end of the month in which they reach age 26. Dependent Children mean your: Eligible Dependents Your Spouse or Domestic Partner. If your Spouse/Domestic Partner is a Non-Eligible Union Employee, he or she does not qualify as a dependent. Your Dependent Children up to the end of the month in which they reach age 26. Dependent Children mean your: Biological children Stepchildren, including your Spouse s/domestic Partner s biological children, foster children, legally adopted children and children for whom your Spouse/Domestic Partner is legal guardian, in each case who are not also your biological children, foster children, legally adopted children and children for whom you are legal guardian Foster children Legally adopted children (eligibility begins on the date of placement for adoption or commencement of legal obligation to provide support in anticipation of adoption) Children for whom you are legal guardian, and Those for whom coverage is required by a Qualified Medical Child Support Order (QMCSO).

41 If You Have a Child with a Disability If your Dependent Child is physically or mentally disabled, coverage for the child may continue beyond age 26, provided the child s disability begins before the date the child reaches the age at which coverage would otherwise end. You will need to provide proof of your child s disability to the Claims Administrator at least 60 days before the date coverage is scheduled to end and annually thereafter. To continue coverage, the Claims Administrator also reserves the right to have a physician of its choice examine your child once a year. For more information on how to contact the Claims Administrator, see the Administrative Information section of this SPD. While coverage is extended to your children through the last day of the month they reach age 26, this coverage does not extend to your child s Spouse or your child s children, unless they would otherwise meet the definition of Eligible Dependents. Eligible Employees Regular Full-Time Employees, Regular Part-Time Employees, U.S. Expatriates, Merck Temporary Employees and LTD Employees, in each case, who are not Excluded Employees or Excluded Persons. Employer The wholly owned U.S. subsidiaries of Merck & Co., Inc. other than the following entities which are excluded: Telerx Marketing, Inc., Comsort, Inc., Vree Health LLC, HMR Weight Management Services Corp. and Merck Global Health Innovation Fund, LLC and each of their subsidiaries. ERISA Employee Retirement Income Security Act of 1974, as amended. Evidence of Insurability (EOI) Proof satisfactory to Prudential that you are in good health. Also known as proof of good health or proof of insurability. Excluded Employees Casual Employees, Intern/Graduate/Cooperative Student Associates and Non- Eligible Union Employees. Excluded Persons A person who is an independent contractor, or agrees or has agreed that he/she is an independent contractor, or has any agreement or understanding with the Company, or any of its affiliates, that he/she is not an employee or an Eligible Employee, even if he/she previously had been an employee or Eligible Employee or is employed by a temporary or other employment agency, regardless of the amount of control, supervision or training provided by the Company or its affiliates, or he/she is a leased employee as defined under section 414(n) of the Internal Revenue Code of 1986, as amended. An Excluded Person is not eligible to participate in the Life Insurance Plan even if a court, agency or other authority rules that he/she is a commonlaw employee of the Company or its affiliates. Infotype 35 A unit of information contained in the Merck & Co., Inc. Human Resources employee data system which reflects your legacy company designation as determined by the Plan Administrator in its sole discretion. Initial Enrollment Period The 30-day period that starts when you are hired, rehired or transferred (if you qualify as a Transferred Employee), as applicable; or the date of the cover letter provided in your enrollment materials from the Benefits Service Center, whichever is later. Intern/Graduate/Cooperative Student Associate A student hired by an Employer as a participant in the Company Intern/Graduate/Cooperative Associate Program. The student must be designated as a participant in that program at least annually by the Company. IUC Members Eligible Employees who are members of the following collective bargaining units that comprise the Inter-Union Council: International Chemical Workers Union and its Local 94 and Local 609; United Steelworkers Union and its Locals 4-575 and 10-580 (or its predecessors) and UNITE.

42 Legacy Merck Employee An Eligible Employee who is a U.S.-based union or non-union employee of an Employer who is coded in the employee database of Merck & Co., Inc. under Infotype 35 with a blank indicator or as S6 Legacy Inspire. U.S.-based excludes employees based in U.S. territories (e.g., Puerto Rico, Guam, U.S. Virgin Islands) and non-u.s.-based employees on global assignment outside their home country but in the U.S. Legacy Schering Employee An Eligible Employee who is a U.S.-based union or non-union employee of an Employer who is coded in the employee database of Merck & Co., Inc. under Infotype 35 as Legacy S1 Organon, S2 Legacy Intervet or S5 Legacy Schering-Plough. U.S.-based excludes employees based in U.S. territories (e.g., Puerto Rico, Guam, U.S. Virgin Islands) and non-u.s.-based employees on global assignment outside their home country but in the U.S. Life Event Certain events in your life that may allow you to change some of your benefit choices or coverage levels during the year (e.g., marriage, divorce, birth or adoption of a child, etc.). For more information about Life Events and Permitted Plan Changes see When Life Changes in the About Your Life Insurance Coverage section of this SPD or contact the Benefits Service Center. Life Insurance Plan The life insurance and accidental death and dismemberment benefits provided to Eligible Employees and their Eligible Dependents under the Merck Medical, Dental, Life Insurance and Long Term Disability Plan. Living Benefit Option A life insurance benefit available to you if you are diagnosed with a terminal illness and have a life expectancy of 12 months or less. Also known as the Accelerated Death Benefit. LTD Benefits Income replacement benefits due to disability provided under the Merck Medical, Dental, Life Insurance and Long Term Disability Plan. LTD Employee An employee who is receiving LTD Benefits who on the day he/she became eligible for LTD Benefits was considered by an Employer to be a Regular Full-Time Employee, Regular Part-Time Employee, Eligible Union Employee, Merck Temporary Employee or a U.S. Expatriate and not an Excluded Employee or an Excluded Person. LTD Employees shall be eligible for coverage as described in this SPD, but eligibility for this coverage may be amended by Merck at any time. Merck Temporary Employee An employee hired and paid by an Employer (rather than an agency) for a specific position in the United States for a designated length of time which is normally not more than 24 consecutive months in duration, who is committed to leave the Company at the end of that time who is not classified as a Regular Full-Time Employee, Regular Part-Time Employee or Casual Employee in the Company s employee data base and who is not an Excluded Employee or an Excluded Person. Non-Eligible Union Employee An employee of an Employer who is a member of the United Steelworkers Union Local 10-00086. Optional Life Insurance Employee-paid group term life insurance elected by an Eligible Employee in increments of 1x Base Pay from 0 Base Pay to 8x Base Pay rounded to the nearest $1,000, up to a maximum of $16 million. Permitted Plan Change Changes in benefit choices or coverage levels during the year that are consistent with a Life Event and comply with applicable regulations under the Internal Revenue Code and the guidelines established by the Plan Administrator (subject to periodic change). For more information about Permitted Plan Changes and related Life Events see When Life Changes in the About Your Life Insurance Coverage section of this SPD or contact the Benefits Service Center. Plan See definition of Life Insurance Plan. Plan Administrator Merck Sharp & Dohme Corp. or its delegate.

43 Plan Sponsor Merck Sharp & Dohme Corp. Plan Year The calendar year, Jan. 1 through Dec. 31, on which the records of the Plan are kept. Prudential Prudential Life Insurance Company of America. Regular Full-Time Employee An employee employed by an Employer in the United States on a scheduled basis for a normal work week, who is not classified as a Regular Part-Time Employee, Merck Temporary Employee or Casual Employee in the Company s employee data base, and who is not an Excluded Employee or an Excluded Person. Regular Part-Time Employee An employee employed by an Employer in the United States who works on a scheduled basis for less than the number of regularly scheduled hours for his or her site and is not classified as a Regular Part-Time Employee, Merck Temporary Employee or Casual Employee in the Company s employee data base, and who is not an Excluded Employee or an Excluded Person. SPD Summary Plan Description. Spouse The person recognized as your legal spouse under statutory or common law of the United States. Temporary Employee See Merck Temporary Employee. Totally and Permanently Disabled (T&P) Benefit Only available to certain Legacy Merck Employees, a $20,000 lump sum benefit payable to you (and subtracted from the amount otherwise payable to your Beneficiary under your Basic and Optional Life Insurance) if you became totally and permanently disabled (as determined by Prudential) before the age of 60. To be eligible for this benefit, you must have: (i) been an Eligible Employee who was actively at work on the day before disability began (other than IUC Member) whose first day absent due to total disability occurred before Jan. 1, 1999, or an IUC Member whose first day absent due to total disability occurred before Jan. 1, 2001, or on or after Jan. 1, 2003, but before Jan. 1, 2007; (ii) filed an application for a waiver of premium not earlier than nine months and not later than 12 months from the first day you were absent from work due to disability (NOT from the day you were approved for long-term disability benefits under Merck s Long Term Disability Plan); (iii) filed a claim with Prudential for the T&P Benefit within the timeframe required to submit the application for the waiver of premium; and (iv) had your claim approved by Prudential. Eligible Employees (other than IUC Members) whose first day absent due to total disability occurred on or after Jan. 1, 1999, and IUC Members whose first day absent due to total disability occurred on or after Jan. 1, 2001, but before Jan. 1, 2003, or on or after Jan. 1, 2007, are not eligible for the T&P Benefit. Transfer Date The date a Transferred Employee becomes a Regular Full-Time Employee or a Regular Part-Time Employee. Transferred Employee An employee of Merck & Co., Inc. (or its subsidiaries) who is transferred to a position as a Regular Full-Time Employee or a Regular Part-Time Employee and who is not an Excluded Person and who on the day before his or her transfer was not an Eligible Employee. U.S. Expatriate A U.S. citizen or individual with U.S. Permanent Resident status who is employed by a foreign subsidiary of the Company as a foreign service employee, provided that the individual has not elected coverage under any retirement plan of the foreign subsidiary if the subsidiary is covered by an agreement entered into by the Company, under Section 3121(l) of the Internal Revenue Code (dealing with Social Security benefits) and who is not an Excluded Person.

44 EXHIBIT A This section lists the collective bargaining units whose members are eligible to participate in life insurance and accidental death and dismemberment insurance benefits under the Merck Medical, Dental, Life Insurance and Long Term Disability Plan as described in this SPD. International Association of Machinists and Aerospace Workers, District 15, Lodge 315 (Summit, Kenilworth/Union, New Jersey) International Chemical Workers Union Council of the United Food and Commercial Workers Union, Local 194-C (Memphis, TN) (only with respect to employees receiving LTD Benefits as of the date of the closing of the sale of Merck s consumer care business to Bayer AG) International Brotherhood of Teamsters, Local 107 (West Point, PA) United Steelworkers Union, Local 4-575 (Rahway, NJ) International Chemical Workers Union Council of the United Food and Commercial Workers Union, Local 94C (Elkton, VA) Mid-Atlantic Regional Joint Board, Workers United, Local 1398 (Elkton, VA) The Office and Professional Employees International Union, Local 1937, AFL-CIO, CLC (West Point, PA) United Steelworkers, Local 10-580 (Danville, PA) International Union of Operating Engineers, Local 68 (Rahway, NJ)

The information contained herein has been provided by Merck & Co., Inc. and is solely the responsibility of Merck & Co., Inc. (and its subsidiaries). 3.MK-H-554U.108