Supplemental Executive Choice Program - Home Depot Inc.

                     SUPPLEMENTAL EXECUTIVE CHOICE PROGRAM

                                 THE HOME DEPOT

                           EFFECTIVE JANUARY 1, 1999



SUMMARY

Each calendar year every officer receives a supplemental benefit allowance
under the Supplemental Executive Choice Program (SECP). This allowance may be
used to purchase additional disability or life insurance benefits, or to
reimburse themselves for financial services or for health care expenses not
covered under Home Depot's standard health care plans.


ELIGIBILITY

To be eligible for SECP, an employee must be an officer of the Company. The
officer must elect coverage from the options available through SECP.


ENROLLMENT

Choices for enrollment will be available immediately upon eligibility and/or
during annual enrollment in the fall of each year.


MAXIMUM ANNUAL BENEFIT

The maximum benefits payable during a calendar year for all options combined is
$15,000 for senior officers and $10,000 for all other officers.


OPTIONS AVAILABLE

-    SUPPLEMENTAL LONG TERM DISABILITY (LTD) INSURANCE (SDIP) - additional LTD
     insurance designed to replace a greater percentage of the value of the
     officers total compensation.

-    SUPPLEMENTAL LIFE INSURANCE (SLI) - Variable Universal Life Insurance for
     up to three times base salary plus bonus minus the $300,000 already
     provided by The Home Depot, up to a specified maximum.




-     FINANCIAL PLANNING & COUNSELING SERVICES - reimbursement for financial
      planning and counseling services up to a specified amount which varies by
      year.

-     EXECUTIVE MEDICAL REIMBURSEMENT ACCOUNT (EMRA) - reimbursement for most
      medical and dental expenses not covered under the standard medical and
      dental plans for self and family up to a maximum of the SECP benefits
      allowance. Expenses must qualify under applicable IRS regulations.


TAXES

The dollars one elects to spend for SDIP, SLI, Financial Planning & Counseling
Services and EMRA under SECP will be taxable in the year in which the benefits
are paid. This amount will be reported on the W-2 for that same year.
Applicable taxes include Federal and State income taxes, and FICA if the
employee's pay falls below the FICA salary limit.


ADDITIONAL REIMBURSEMENT

In March of each year, while the SECP remains in effect, the Company will make
an additional payment to help cover the taxes incurred for benefits paid in the
previous year. This additional payment will be taxable income and will be
reported on the W-2 in the year in which it is paid.


TERMINATION OF COVERAGE

Coverage will terminate on the earliest of the following dates. In some
instances, portability of coverage may be applicable.

1.       An employee terminates employment with Home Depot.

2.       At the end of an approved leave of absence, unless the employee
         returns to full-time employment with the Company.

3.       The employee is no longer an officer of the Company.

4.       The Company elects to discontinue the Supplemental Executive Choice 
         Program.

5.       Coverage under the EMRA option only will terminate when coverage under
         the Company's Group Health Plan terminates, either due to voluntary
         action on the part of the employee, or because the Company cancels the
         Group Health Plan.





6.       Coverages under SDIP, SLI and Financial Planning & Counseling Services
         will terminate when the plan(s) is canceled either individually or
         collectively due to voluntary action on the part of the employee or at
         the discretion of the Company.

ERISA

SECP is a cash bonus plan. It is not funded, nor does it come under provisions
of the Federal Employee Retirement Income Security Act (ERISA).