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The Standard - 401(a) Special Pay Plan
811090_plan history HISTORY OF PLAN CHANGES City of Okeechobee 401(a) Special Pay Plan This History of Plan Changes is provided for your reference. Following this history page are on-line copies of your Plan document, Amendments, and other changes. You will find a key to column contents below this chart. Action Detail of Provision Change Effective Date Plan Restatement Plan document – Pension Protection Act 11/1/16 Key to contents of columns Action: Identifies the type of document required for the change (amendment, Plan restatement, Administrative P rocedures). Or, if no document required, the type of Action (change of trustee, address, type of entity, etc.). Detail of Provision Change: Provides information on the specific change(s) made to the Plan . Effective Date: The date the change to the Plan becomes effective. Governmental 401(a) Plan © 2014 Standard Retirement Services or its suppliers 811090 (11/16) 1 ADOPTION AGREEMENT FOR GOVERNMENTAL VOLUME SUBMITTER 401(A) PLAN CAUTION: Failure to properly fill out this Adoption Agreement may result in disqualification of the Plan. EMPLOYER INFORMATION (An amendment to the Adoption Agreement is not needed solely to reflect a change in this Employer Information Section.) 1. EMPLOYER'S NAME, ADDRESS, TELEPHONE NUMBER, TIN AND FISCAL YEAR Name: City of Okeechobee Address: 55 SE 3rd Avenue Street Okeechobee Florida 34974 City State Zip Telephone: 863.763.3372 Taxpayer Identification Number (TIN): 59-6000393 Employer's Fiscal Year ends: September 30th 2. TYPE OF GOVERNMENTAL ENTITY. This Plan may only be adopted a state or local governmental entity, or agency thereof, including an Indian tribal government and may not be adopted by any other entity, including a federal government and any agency or instrumentality thereof. a. [ ] State government or state agency b. [ ] County or county agency c. [ ] Municipality or municipal agency d. [ ] Indian tribal government (see Note below) e. [X] Other: Government entity NOTE: An Indian tribal government may only adopt this Plan if such entity is defined under Code §7701(a)(40), is a subdivision of an Indian tribal government as determined in accordance with Code §7871(d), or is an agency or instrumentality of either, and all of the Participants under this Plan employed by such entity substantially perform service s as an Employee in essential governmental functions and not in the performanc e of commercial activities (whether or not an essential government function). 3. PARTICIPATING EMPLOYERS (Plan Section 1.38). Will any other Employers adopt this Plan as Participating Employers? a. [X] No b. [ ] Yes PLAN INFORMATION (An amendment to the Adoption Agreement is not needed solely to reflect a change in the information in Questions 9. through 10.) 4. PLAN NAME: City of Okeechobee 401(a) Special Pay Plan 5. PLAN STATUS a. [X] New Plan b. [ ] Amendment and restatement of existing Plan PPA RESTATEMENT (leave blank if not applicable) 1. [ ] This is an amendment and restatement to bring a plan into compliance with the Pension Protection Act of 2006 ("PPA") and other legislative and regulatory changes (i.e., the 6 -year pre-approved plan restatement). 6. EFFECTIVE DATE (Plan Section 1.16) (complete a. if new plan; complete a. AND b. if an amendment and restatement) Initial Effective Date of Plan a. November 1, 2016 (enter month day, year) (hereinafter called the "Effective Date" unless 6.b. is entered below) Restatement Effective Date. If this is an amendment and restatement, the effective date of the restatement (hereinafter called the "Effective Date") is: b. (enter month day, year; may enter a restatement date that is the first day of the current Plan Year. Plan contains appropriate retroactive effective dates with respect to provisions for appropriate laws.) Governmental 401(a) Plan © 2014 Standard Retirement Services or its suppliers 811090 (11/16) 2 7. PLAN YEAR (Plan Section 1.42) means, except as otherwise provided in d. below: a. [ ] the calendar year b. [X] the twelve-month period ending on September 30th (e.g., June 30th) SHORT PLAN YEAR (Plan Section 1.46). This is a Short Plan Year (if the effective date of participation is based on a Plan Year, then coordinate with Question 14): c. [ ] N/A d. [X] beginning on November 1, 2016 (enter month day, year; e.g., July 1, 2013) and ending on September 30, 2016 (enter month day, year). 8. VALUATION DATE (Plan Section 1.52) means: a. [X] every day that the Trustee (or Insurer), any transfer agent appointed by the Trustee (or Insurer) or the Employer, and any stock exchange used by such agent are open for business (daily valuation) b. [ ] the last day of each Plan Year c. [ ] the last day of each Plan Year quarter d. [ ] other (specify day or days): (must be at least once each Plan Year) NOTE: The Plan always permits interim valuations. 9. TRUSTEE(S) OR INSURER(S) (Plan Sections 1.25 and 1.50): a. [ ] Insurer. This Plan is funded exclusively with Contracts and the name of the I nsurer(s) is: (1) (2) (if more than 2, add names to signature page). b. [X] Individual Trustee(s). Individual Trustee(s) who serve as Trustee(s) over assets not subject to control by a corporate Trustee. (add additional Trustees as necessary) Name(s) Title(s) Marcos Montes De Oca City Administrator India Riedel City Finance Director Stephanie Gamiotea City Clerk Address and telephone number 1. [X] Use Employer address and telephone number 2. [ ] Use address and telephone number below: Address: Street City State Zip Telephone: c. [ ] Corporate Trustee(s) (add additional Trustees as necessary) Name: Address: Street City State Zip Telephone: Directed/Discretionary Trustee. Unless otherwise specified below, if there is a corporate Trustee, it will serve as a Directed (nondiscretionary) Trustee (Plan Section 1.21) and if there is an individual Trustee, he or she will serve as a Discretionary Trustee (Plan Section 1.22) over all Plan assets (select all that apply; leave blank if defaults apply) d. [ ] Directed Trustee exceptions (leave blank if no exceptions): Directed Trustee over specified Plan assets (select all that apply; leave blank if none apply) 1. [ ] The corporate Trustee will serve as Directed Trustee over the following assets: 2. [ ] The individual Trustee(s) will serve as Directed Trustee over the following assets: Individual Trustee will serve as Directed Trustee (may not be selected with d.1. or d.2.) 3. [ ] over all Plan assets Governmental 401(a) Plan © 2014 Standard Retirement Services or its suppliers 811090 (11/16) 3 e. [ ] Discretionary Trustee exceptions (leave blank if no exceptions): Discretionary Trustee over specified Plan assets (select all that apply; leave blank if none apply) 1. [ ] The individual Trustee(s) will serve as Discretionary Trustee over the following assets: 2. [ ] The corporate Trustee will serve as Discretionary Trustee over the following assets: Corporate Trustee will serve as Discretionary Trustee (may not be selected with e.1. or e.2.) 3. [ ] over all Plan assets Separate trust. Will a separate trust agreement that is approved by the IRS for use with this Plan be used? f. [X] No g. [ ] Yes NOTE: If Yes is selected, an executed copy of the trust agreement between the Trustee and the Employer must be attached to this Plan. The Plan and trust agreement will be read and construed together. The responsibilities, rights and powers of the Trustee will be those specified in the trust agreement. 10. ADMINISTRATOR'S NAME, ADDRESS AND TELEPHONE NUMBER (If none is named, the Employer will be the Administrator (Plan Section 1.2).) a. [X] Employer (use Employer address and telephone number) b. [ ] Other: Name: Address: Street City State Zip Telephone: 11. CONTRIBUTION TYPES The selections made below must correspond with the selections made under the Contributions and Allocations Section of this Adoption Agreement. FROZEN PLAN OR CONTRIBUTIONS HAVE BEEN SUSPENDED (Plan Section 4.1(c)) (optional) a. [ ] This is a frozen Plan (i.e., all contributions cease) (if this is a temporary suspension, select a.2): 1. [ ] All contributions ceased as of, or prior to, the effective date of th is amendment and restatement and the prior Plan provisions are not reflected in this Adoption Agreement (may enter effective date at 3. below and/or select contributions at b. - f. (optional), skip questions 12-18 and 22-29) 2. [ ] All contributions ceased or were suspended and the prior Plan provisions are reflected in this Adoption Agreement (must enter effective date at 3. below and select contributions at b. - f.) Effective date 3. [ ] as of (effective date is optional unless a.2. has been selec ted above or this is the amendment or restatement to freeze the Plan). CONTRIBUTIONS The Plan permits the following contributions (select one or more): b. [X] Employer contributions other than matching (Questions 24-25) 1. [ ] This Plan qualifies as a Social Security Replacement Plan (Question 24.e. must be selected) c. [ ] Employer matching contributions (Questions 26-28) d. [ ] Mandatory Employee contributions (Question 31) e. [ ] After-tax voluntary Employee contributions (Question 32) f. [X] Rollover contributions (Question 39) ELIGIBILITY REQUIREMENTS 12. ELIGIBLE EMPLOYEES (Plan Section 1.17) means all Employees (including Leased Employees) EXCEPT those Employees who are excluded below or elsewhere in the Plan: a. [ ] No excluded Employees. There are no additional excluded Employees under the Plan (skip to Question 13). b. [X] Exclusions. The following Employees are not Eligible Employees for Plan purposes (select one or more): 1. [ ] Union Employees (as defined in Plan Section 1.17) 2. [X] Nonresident aliens (as defined in Plan Section 1.17) 3. [ ] Leased Employees (Plan Section 1.28) 4. [X] Part-time/temporary/seasonal Employees. A part-time, temporary or seasonal Employee is an Employee whose regularly scheduled service is less than 1,000 Hours of Service in the relevant eligibility computation period (as defined in Plan Section 1.54). However, if any such excluded Employee actually completes a Year of Service, then such Employee will no longer be part of this excluded class. 5. [X] Other: residents of Puerto Rico (must be definitely determinable under Regulations §1.401-1(b). Exclusions may be employment title specific but may not be by individual name nor result in only a finite group of individuals (e.g., excluding anyone hired after 12/31/12.) Governmental 401(a) Plan © 2014 Standard Retirement Services or its suppliers 811090 (11/16) 4 13. CONDITIONS OF ELIGIBILITY (Plan Section 3.1) a. [X] No age or service required. No age or service required for all Contribution Types (skip to Question 14). b. [ ] Eligibility. An Eligible Employee will be eligible to participate in the Plan upon satisfaction of the following (complete c. and d., select e. and f. if applicable): Eligibility Requirements c. [ ] Age Requirement 1. [ ] No age requirement 2. [ ] Age 20 1/2 3. [ ] Age 21 4. [ ] Age (may not exceed 26) d. [ ] Service Requirement 1. [ ] No service requirement 2. [ ] (not to exceed 60) months of service (elapsed time) 3. [ ] 1 Year of Service 4. [ ] (not to exceed 5) Years of Service 5. [ ] consecutive month period from the Eligible Employee's employment commen cement date and during which at least Hours of Service are completed. 6. [ ] consecutive months of employment from the Eligible Employee's employment commencement date. 7. [ ] Other: (e.g., date on which 1,000 Hours of Service is completed within the computation period) (must satisfy the Notes below) NOTE: If c.4. or d.7. is selected, the condition must be an age or service requirement that is d efinitely determinable and may not exceed age 26 and may not exceed 5 Years of Service. NOTE: Year of Service means Period of Service if elapsed time method is chosen. Waiver of conditions. The service and/or age requirements specified above will be waive d in accordance with the following (leave blank if there are no waivers of conditions): e. [ ] If employed on the following requirements, and the entry date requirement, will be waived. The waiver applies to any Eligible Employee unless 3. selected below. Such Employees will enter the Plan as of such date (select 1. and/or 2. AND 3. if applicable): 1. [ ] service requirement (may let part-time Eligible Employees into the Plan) 2. [ ] age requirement 3. [ ] waiver is for: Amendment or restatement to change eligibility requirements f. [ ] This amendment or restatement (or a prior amendment and restatement) modified the eligibility requirements and the prior eligibility conditions continue to apply to the Eligible Employees specified below. If this option is NOT selected, then all Eligible Employees must satisfy the eligibility conditions set forth above. 1. [ ] The eligibility conditions above only apply to Eligible Employees who were not Participants as of the effective date of the modification. 2. [ ] The eligibility conditions above only apply to individuals who were hired on or after the effective date of the modification. 14. EFFECTIVE DATE OF PARTICIPATION (ENTRY DATE) (Plan Section 3.2) An Eligible Employee who has satisfied the eligibility requirements will become a Participant in the Plan as of the: a. [ ] date such requirements are met b. [X] first day of the month coinciding with or next following the date on which such requirements are met c. [ ] first day of the Plan Year quarter coinciding with or next following the date on which such requirements are met d. [ ] earlier of the first day of the Plan Year or the first day of the seventh month of the Plan Year coinciding with or next following the date on which such requirements are met e. [ ] first day of the Plan Year coinciding with or next following the date on which such requirements are met (Eligibility must be six months of service (or 1 1/2 Years (or Periods) of Service if 100% immediate vesting is selected) or less and age must be 20 1/2 or less.) f. [ ] first day of the Plan Year in which such requirements are met g. [ ] first day of the Plan Year in which such requirements are met, if such requirements are met in the first 6 months of the Plan Year, or as of the first day of the next succeeding Plan Year if such requirements are met i n the last 6 months of the Plan Year. h. [ ] other: (must be definitely determinable) SERVICE 15. RECOGNITION OF SERVICE WITH OTHER EMPLOYERS (Plan Sections 1.39 and 1.54) a. [X] No service with other employers is recognized except as otherwise required by law (e.g., the Plan already provides for the recognition of service with Employers who have adopted this Plan as well as service with Affiliated Employers and predecessor Employers who maintained this Plan; skip to Question 16). b. [ ] Prior service with the designated employers is recognized as follows (answer c. and select one or more of c.1. - 3.; select d. - f. as applicable) (if more than 3 employers, attach an addendum to the Adoption Agreement or complete option h. under Section B of Appendix A): Governmental 401(a) Plan © 2014 Standard Retirement Services or its suppliers 811090 (11/16) 5 Contribution Other Employer Eligibility Vesting Allocation c. [ ] Employer name: 1. [ ] 2. [ ] 3. [ ] d. [ ] Employer name: 1. [ ] 2. [ ] 3. [ ] e. [ ] Employer name: 1. [ ] 2. [ ] 3. [ ] Limitations f. [ ] The following provisions or limitations apply with respect to the 1. [ ] 2. [ ] 3. [ ] recognition of prior service: (e.g., credit service with X only on/following 1/1/13) NOTE: If the other Employer(s) maintained this qualified Plan, then Years (and/or Periods) of Service with such Employer(s) must be recognized pursuant to Plan Sections 1.39 and 1.54 regardless of any selections above. 16. SERVICE CREDITING METHOD (Plan Sections 1.39 and 1.54) NOTE: If no selections are made in this Section, then the provisions set forth in the definition of Year of Service in Plan Section 1.54 will apply, including the following defaults: 1. A Year of Service means completion of at least 1,000 Hours of Service during the applicable computation period. 2. Hours of Service (Plan Section 1.24) will be based on actual Hours of Service. 3. For eligibility purposes, the computation period will be as defined in Plan Section 1.54 (i.e., shift to the Plan Year if the eligibility condition is one (1) Year of Service or less). 4. For vesting and allocation purposes, the computation period will be the Plan Year. a. [ ] Elapsed time method. (Period of Service applies instead of Year of Service) Instead of Hours of Service, elapsed time will be used for: 1. [ ] all purposes (skip to Question 17) 2. [ ] the following purposes (select one or more): a. [ ] eligibility to participate b. [ ] vesting c. [ ] sharing in allocations or contributions b. [X] Alternative definitions for the Hours of Service method. Instead of the defaults, the following alternatives will apply for the Hours of Service method (select one or more): 1. [ ] Eligibility computation period. Instead of shifting to the Plan Year, the eligibility computation period after the initial eligibility computation period will be based on each anniversary of the date the Employee first completes an Hour of Service 2. [ ] Vesting computation period. Instead of the Plan Year, the vesting computation period will be the date an Employee first performs an Hour of Service and each anniversary thereof. 3. [X] Equivalency method. Instead of using actual Hours of Service, an equivalency method will be used to determine Hours of Service for: a. [X] all purposes b. [ ] the following purposes (select one or more): 1. [ ] eligibility to participate 2. [ ] vesting 3. [ ] sharing in allocations or contributions Such method will apply to: c. [ ] all Employees d. [X] Employees for whom records of actual Hours of Service are not maintained or available (e.g., salaried Employees) e. [ ] other: (e.g., per-diem Employees only) Hours of Service will be determined on the basis of: f. [ ] days worked (10 hours per day) g. [X] weeks worked (45 hours per week) h. [ ] semi-monthly payroll periods worked (95 hours per semi-monthly pay period) i. [ ] months worked (190 hours per month) j. [ ] bi-weekly payroll periods worked (90 hours per bi-weekly pay period) k. [ ] other: (e.g., option f. is used for per-diem Employees and option g. is used for on-call Employees). Governmental 401(a) Plan © 2014 Standard Retirement Services or its suppliers 811090 (11/16) 6 4. [ ] Number of Hours of Service required. Instead of 1,000 Hours of Service, Year of Service means the applicable computation period during which an Employee has completed at least (not to exceed 1,000) Hours of Service for: a. [ ] all purposes b. [ ] the following purposes (select one or more): 1. [ ] eligibility to participate 2. [ ] vesting 3. [ ] sharing in allocations or contributions VESTING 17. VESTING OF PARTICIPANT'S INTEREST – EMPLOYER CONTRIBUTIONS (Plan Section 6.4(b)) a. [ ] N/A (no Employer contributions; skip to Question 19) b. [X] The vesting provisions selected below apply. Section B of Appendix A can be used to specify any exceptions to the provisions below. NOTE: The Plan provides that contributions for converted sick leave and/or vacation leave are fully Vested. Vesting for Employer contributions other than matching contributions c. [ ] N/A (no Employer contributions (other than matching contributions); skip to f.) d. [X] 100% vesting. Participants are 100% Vested in Employer contributions (other than matching contributions) upon entering Plan. e. [ ] The following vesting schedule, based on a Participant's Years of Service (or Periods of Service if the elapsed time method is selected), applies to Employer contributions (other than matching contributions): 1. [ ] 6 Year Graded: 0-1 year-0%; 2 years-20%; 3 years-40%; 4 years-60%; 5 years-80%; 6 years-100% 2. [ ] 4 Year Graded: 1 year-25%; 2 years-50%; 3 years-75%; 4 years-100% 3. [ ] 5 Year Graded: 1 year-20%; 2 years-40%; 3 years-60%; 4 years-80%; 5 years-100% 4. [ ] Cliff: 100% vesting after (not to exceed 15) years 5. [ ] Other graded vesting schedule (must provide for full vesting no later than 15 years o f service; add additional lines as necessary) Years (or Periods) of Service Percentage % % % % % % Vesting for Employer matching contributions f. [X] N/A (no Employer matching contributions) g. [ ] The schedule above will also apply to Employer matching contributions. h. [ ] 100% vesting. Participants are 100% Vested in Employer matching contributions upon e ntering Plan. i. [ ] The following vesting schedule, based on a Participant's Years of Service (or Periods of Service if the elapsed time method is selected), applies to Employer matching contributions: 1. [ ] 6 Year Graded: 0-1 year-0%; 2 years-20%; 3 years-40%; 4 years-60%; 5 years-80%; 6 years-100% 2. [ ] 4 Year Graded: 1 year-25%; 2 years-50%; 3 years-75%; 4 years-100% 3. [ ] 5 Year Graded: 1 year-20%; 2 years-40%; 3 years-60%; 4 years-80%; 5 years-100% 4. [ ] Cliff: 100% vesting after (not to exceed 15) years 5. [ ] Other graded vesting schedule (must provide for full vesting no later than 15 years of service; add additional lines as necessary) Years (or Periods) of Service Percentage % % % % % % 18. VESTING OPTIONS Excluded vesting service. The following Years of Service will be disregarded for vesting purposes (select all that apply; leave blank if none apply): a. [ ] Service prior to the initial Effective Date of the Plan or a predecessor plan (as defined in Regulations §1.411(a)- 5(b)(3)) b. [ ] Service prior to the computation period in which an Employee has attained age . c. [ ] Service during a period for which an Employee did not make mandatory Employee contributions. Governmental 401(a) Plan © 2014 Standard Retirement Services or its suppliers 811090 (11/16) 7 Vesting for death, Total And Permanent Disability and Early Retirement Date. Regardless of the vesting schedule, a Participant will become fully Vested upon (select all that apply; leave blank if none apply): d. [ ] Death e. [ ] Total and Permanent Disability f. [ ] Early Retirement Date RETIREMENT AGES 19. NORMAL RETIREMENT AGE ("NRA") (Plan Section 1.32) means: a. [X] Specific age. The date a Participant attains age 65 (may not exceed 65) b. [ ] Age/participation. The later of the date a Participant attains age (may not exceed 65) or the (may not exceed 10th) anniversary of the first day of the Plan Year in which participation in the Plan commenced Qualified police or firefighters. Normal Retirement Age for public safety employees (as defined in Code §72(t)(1)) (leave blank if not applicable) c. [ ] Age (may not be less than 40) 20. NORMAL RETIREMENT DATE (Plan Section 1.33) means, with respect to any Par ticipant, the: a. [ ] date on which the Participant attains "NRA" b. [X] first day of the month coinciding with or next following the Participant 's "NRA" c. [ ] first day of the month nearest the Participant's "NRA" d. [ ] Anniversary Date coinciding with or next following the Participant's "NRA" e. [ ] Anniversary Date nearest the Participant's "NRA" f. [ ] Other: (e.g., first day of the month following the Participant's "NRA"). 21. EARLY RETIREMENT DATE (Plan Section 1.15) a. [ ] N/A (no early retirement provision provided) b. [X] Early Retirement Date means the: 1. [ ] date on which a Participant satisfies the early retirement requirements 2. [X] first day of the month coinciding with or next following the date on which a Participant satisfies the early retirement requirements 3. [ ] Anniversary Date coinciding with or next following the date on which a Participant satisfies the early retirement requirements Early retirement requirements 4. [X] Participant attains age 55 AND, completes.... (leave blank if not applicable) a. [ ] at least Years (or Periods) of Service for vesting purposes b. [ ] at least Years (or Periods) of Service for eligibility purposes c. [ ] Early Retirement Date means: (must be definitely determinable) COMPENSATION 22. COMPENSATION with respect to any Participant is defined as follows (Plan Sections 1.10 and 1.23). Base definition a. [X] Wages, tips and other compensation on Form W -2 b. [ ] Code §3401(a) wages (wages for withholding purposes) c. [ ] 415 safe harbor compensation NOTE: Plan Section 1.23(c) provides that the base definition of Compensation includes d eferrals that are not included in income due to Code §§401(k), 125, 132(f)(4), 403(b), 402(h)(1)(B)(SEP), 414(h)(2), & 457. Determination period. Compensation will be based on the following "determination period" (this will also be the Limitation Year unless otherwise elected at option f. under Section B of Appendix A): d. [X] the Plan Year e. [ ] the Fiscal Year coinciding with or ending within the Plan Year f. [ ] the calendar year coinciding with or ending within the Plan Year Adjustments to Compensation (for Plan Section 1.10). Compensation will be adjusted by: g. [X] No adjustments (skip to i. below) h. [ ] Adjustments. Compensation will be adjusted by (select all that apply): 1. [ ] excluding salary reductions (401(k), 125, 132(f)(4), 403(b), SEP, 414(h)(2) pickup, & 457) 2. [ ] excluding reimbursements or other expense allowances, fringe benefits (cash or non-cash), moving expenses, deferred compensation (other than deferrals specified in 1. above) and welfare benefits. 3. [ ] excluding Compensation paid during the "determination period" while not a Participant in the Plan. 4. [ ] excluding Military Differential Pay 5. [ ] excluding overtime 6. [ ] excluding bonuses 7. [ ] other: (e.g., describe Compensation from the elections available above or a combination thereof as to a Participant group (e.g., no exclusions as to Division A Employees and Governmental 401(a) Plan © 2014 Standard Retirement Services or its suppliers 811090 (11/16) 8 exclude bonuses as to Division B Employees); and/or describe another exclusion (e.g., exclude shift differential pay)). Military Differential Pay Special Effective Date (leave blank if not applicable) i. [ ] If this is a PPA restatement and the provisions above regarding Military Differential Pay (included unless h.4. is selected) have a later effective date than Plan Years beginning after December 31, 2008, then enter the date such provisions were first effective: (may not be earlier than January 1, 2009; for Plan Years beginning prior to January 1, 2009, Military Differential Pay is treated in accordance with the post -severance Compensation provisions in the following Question). 23. POST-SEVERANCE COMPENSATION (415 REGULATIONS) The following optional provision of the 415 Regulations will apply to Limitation Years beginning on or after July 1, 2007 unless otherwise elected below: 415 Compensation (post-severance compensation adjustments) (select all that apply at a.; leave blank if none apply) NOTE: Unless otherwise elected under a. below, the following defaults apply: 415 Compensation will include (to the extent provided in Plan Section 1.23), post-severance regular pay, leave cash-outs and payments from nonqualified unfunded deferred compensation plans. a. [ ] The defaults listed above apply except for the following (select one or more): 1. [ ] Leave cash-outs will be excluded 2. [ ] Nonqualified unfunded deferred compensation will be excluded 3. [ ] Military Differential Pay will be included (Plan automatically includes for Limitation Years beginning after December 31, 2008) 4. [ ] Disability continuation payments will be included Plan Compensation (post-severance compensation adjustments) b. [X] Defaults apply. Compensation will include (to the extent provided in Plan Section 1.10 and to the extent such amounts would be included in Compensation if paid prior to severance of employment) post-severance regular pay, leave cash-outs, and payments from nonqualified unfunded deferred compensation plans. c. [ ] Exclude all post-severance compensation. Exclude all post-severance compensation for allocation purposes. d. [ ] Post-severance adjustments. The defaults listed at b. apply except for the following (select one or more): 1. [ ] Exclude all post-severance compensation 2. [ ] Regular pay will be excluded 3. [ ] Leave cash-outs will be excluded 4. [ ] Nonqualified unfunded deferred compensation will be excluded 5. [ ] Military Differential Pay will be included 6. [ ] Disability continuation payments will be included NOTE: The above treatment of Military Differential Pay only applies to Plan Years beginning prior to January 1, 2009. For Plan Years beginning after such date, Military Differential Pay is not considered post-severance compensation and the provisions of Question 23 apply. Post-severance compensation special effective date (leave blank if not applicable) e. [ ] If this is a PPA restatement and the post-severance compensation adjustments above for 415 Compensation or Plan Compensation applied other than the first day of the Plan Year beginning on or after July 1, 2007, then enter the date such provisions were first effective: CONTRIBUTIONS AND ALLOCATIONS 24. EMPLOYER CONTRIBUTIONS (OTHER THAN MATCHING CONTRIBUTIONS) (Plan Section 4.1(b)(3)) (skip to Question 26 if Employer contributions are NOT selected at Question 11.b.) CONTRIBUTION FORMULA (select one or more of the following contribution formulas:) a. [ ] Discretionary contribution (no groups), to be determined by the Employer. Any such contribution will be allocated to each Participant eligible to share in allocations in the same ratio as each Participant's Compensation bears to the total of such Compensation of all Participants. b. [ ] Discretionary contribution (Grouping method). The Employer may designate a discretionary contribution to be made on behalf of each Participant group selected below (only select 1. or 2.). The groups must be clearly defined in a manner that will not violate the definite predetermined allocation formula requirement of Reg. §1.401-1(b)(1)(ii). 1. [ ] Each Participant constitutes a separate classification. 2. [ ] Participants will be divided into the following classifications w ith the allocation methods indicated under each classification. Governmental 401(a) Plan © 2014 Standard Retirement Services or its suppliers 811090 (11/16) 9 Definition of classifications. Define each classification and specify the method of allocating the contribution among members of each classification. Classifications specified below must be cl early defined in a manner that will not violate the definitely determinable allocation requirement of Regulation §1.401-1(b)(1)(ii). Classification A will consist of The allocation method will be: [ ] pro rata based on Compensation [ ] equal dollar amounts (per capita) Classification B will consist of The allocation method will be: [ ] pro rata based on Compensation [ ] equal dollar amounts (per capita) Classification C will consist of The allocation method will be: [ ] pro rata based on Compensation [ ] equal dollar amounts (per capita) Classification D will consist of The allocation method will be: [ ] pro rata based on Compensation [ ] equal dollar amounts (per capita) Additional Classifications: (specify the classifications and which of the above allocation methods (pro rata or per capita) will be used for each classification). NOTE: If more than four (4) classifications, the additional classifications and allocation methods may be attached as an addendum to the Adoption Agreement or may be entered under Additional Classifications above. Determination of applicable group. If a Participant shifts from one classification to another during a Plan Year, then unless selected below, the Participant is in a clas sification based on the Participant's status as of the last day of the Plan Year, or if earlier, the date of termination of employment. If selected below, the Administrator will apportion the Participant 's allocation during a Plan Year based on the following: a. [ ] Beginning of Plan Year. The classification will be based on the Participant 's status as of the beginning of the Plan Year. b. [ ] Months in each classification. Pro rata based on the number of months the Participant spent in each classification. c. [ ] Days in each classification. Pro rata based on the number of days the Participant spent in each classification. d. [ ] One classification only. The Employer will direct the Administrator to place the Participant in only one classification for the entire Plan Year during which the shift occurs. c. [ ] Fixed contribution equal to (only select one): 1. [ ] % of each Participant's Compensation for each: a. [ ] Plan Year b. [ ] calendar quarter c. [ ] month d. [ ] pay period e. [ ] week 2. [ ] $ per Participant. 3. [ ] $ per Hour of Service worked while an Eligible Employee a. [ ] up to hours (leave blank if no limit) d. [X] Sick leave/vacation leave conversion. The Employer will contribute an amount equal to an Employee's current hourly rate of pay multiplied by the Participant's number of unused accumulated sick leave and/or vacation days (as selected below). Only unpaid sick and vacation leave for which the Employe e has no right to receive in cash may be included. In no event will the Employer's contribution for the Plan Year exceed the maximum contribution permitted under Code §415(c). The following may be converted under the Plan: (select one or both): 1. [X] Sick leave 2. [X] Vacation leave Eligible Employees. Only the following Participants shall receive the Employer contribution for sick leave and/or vacation leave (select 3. and/or 4; leave blank if no limitations provided, however, that this Plan may not be u sed to only provide benefits for terminated Employees) 3. [X] Former Employees. All Employees terminating service with the Employer during the Plan Year and who have satisfied the eligibility requirements based on the terms of the Employer's accumulated be nefits plans checked below (select all that apply; leave blank if no exclusions): a. [ ] The Former Employee must be at least age (e.g., 55) b. [X] The value of the sick and/or vacation leave must be at least $ 1,000 (e.g., $2,000) c. [ ] A contribution will only be made if the total hours is over (e.g., 10) hours d. [ ] A contribution will not be made for hours in excess of (e.g., 40) hours 4. [ ] Active Employees. Active Employees who have not terminated service during the Plan Year and who meet the following requirements (select all that apply; leave blank if no exclusions): a. [ ] The Employee must be at least age (e.g., 55) Governmental 401(a) Plan © 2014 Standard Retirement Services or its suppliers 811090 (11/16) 10 b. [ ] The value of the sick and/or vacation leave must be at least $ (e.g., $2,000) c. [ ] A contribution will only be made if the total hours is over (e.g., 10) hours d. [ ] A contribution will not be made for hours in excess of (e.g., 40) hours e. [ ] Social Security Replacement Plan. An amount equal to 7.5% of the Participant's Compensation for the entire Plan Year, reduced by Employee and Employer contributions to this Plan actually contributed to the Participant's Account during such Plan Year. (may only be selected if Question 11.b.1. has also been selected) Include only part-time, seasonal and temporary Employees (leave blank if not applicable) 1. [ ] Regardless of any other provision in this to the contrary, the contribution above will only be made for part - time, seasonal, or temporary Employees who are not otherwise covered by another qualifying public retirement system as defined for purposes of Regulation §31.3121(b)(7)-2. f. [X] Other: Employees entering DROP and have accumulated at least $1,000 of sick and/or vacation leave will have their contributions made in annual installments 20% year 1; 20% year 2; 20% year 3; 20% year 4 and 100% (of any remainder) year 5 (the formula described must satisfy the definitely determinable requirement under Regulations §1.401-1(b)). 25. ALLOCATION CONDITIONS (Plan Section 4.3). If 24.a., b., c. or f. is selected above, indicate requirements to share in allocations of Employer contributions (select a. OR b. and all that apply at c. - e.) a. [X] No conditions. All Participants share in the allocations regardless of service completed during the Plan Year or employment status on the last day of the Plan Year (skip to Question 26). b. [ ] Allocation conditions apply (select one of 1. - 5. AND one of 6. - 9. below) Conditions for Participants NOT employed on the last day of the Plan Year 1. [ ] A Participant must complete at least (not to exceed 1,000) Hours of Service (or (not to exceed 12) months of service if the elapsed time method is selected). 2. [ ] A Participant must complete a Year of Service (or Period of Service if the elapsed time method is selected). 3. [ ] Participants will NOT share in the allocations, regardless of service. 4. [ ] Participants will share in the allocations, regardless of service. 5. [ ] Other: (must be definitely determinable, not subject to Employer discretion and may not require more than one Year of Service (or Period of Service if the elapsed time method is selected)). Conditions for Participants employed on the last day of the Plan Year 6. [ ] No service requirement. 7. [ ] A Participant must complete a Year of Service (or Period of Service if the elapsed time method is selected). 8. [ ] A Participant must complete at least (not to exceed 1,000) Hours of Service during the Plan Year. 9. [ ] Other: (must be definitely determinable, not subject to Employer discretion and may not require more than one Year of Service (or Period of Service if the elapsed time method is selected)). Waiver of conditions for Participants NOT employed on the last day of the Plan Year. If b.1., 2., 3., or 5. is selected, Participants who are not employed on the last day of the Plan Year in which one of the following events occur will be eligibl e to share in the allocations regardless of the above conditions (select all that apply; leave blank if none apply): c. [ ] Death d. [ ] Total and Permanent Disability e. [ ] Termination of employment on or after Normal Retirement Age 1. [ ] or Early Retirement Date 26. EMPLOYER MATCHING CONTRIBUTIONS (Plan Section 4.1(b)(2)). (skip to Question 29 if matching contributions are NOT selected at Question 11.c.) The Employer will (or may with respect to any discretionary contribution) make the following matching contributions: A. Elective deferrals taken into account. For purposes of applying the matching contribution provisions below, elective deferrals include elective deferral (pre-tax and Roth) contributions to the following Employer plan(s) (insert name of Plan(s) to which the elective deferral contributions being matched will be made): a. [ ] 457 plan(s). Enter Plan name: b. [ ] 403(b) plan(s). Enter Plan name: NOTE: If selected at Question 32, after-tax voluntary Employee contributions are also considered elective deferrals for purposes of matching contributions. B. Matching Formula. (select one) c. [ ] Fixed - uniform rate/amount. The Employer will make matching contributions equal to % (e.g., 50) of the Participant's elective deferrals 1. [ ] that do not exceed % of a Participant's Compensation (leave blank if no limit) Additional matching contribution (select 2. or leave blank if not applicable): 2. [ ] plus an additional matching contribution of a discretionary percentage determined by the Employer a. [ ] but not to exceed % of Compensation Governmental 401(a) Plan © 2014 Standard Retirement Services or its suppliers 811090 (11/16) 11 d. [ ] Fixed - tiered. The Employer will make matching contributions equal to a uniform percentage of each tier of each Participant's elective deferrals, determined as follows: NOTE: Fill in only percentages or dollar amounts, but not both. If percentages are used, each tier represents the amount of the Participant's applicable contributions that equals the specified percentage of the Participant's Compensation (add additional tiers if necessary): Tiers of Contributions Matching Percentage (indicate $ or %) First % Next % Next % Next % e. [ ] Fixed - Years of Service. The Employer will make matching contributions equal to a uniform percentage of each Participant's elective deferrals based on the Participant's Years of Service (or Periods of Service if the elapsed time method is selected), determined as follows (add additional tiers if necessary): Years (or Periods) of Service Matching Percentage % % % For purposes of the above matching contribution formula, a Year (or Period) of Service means a Year (or Period) of Service for: 1. [ ] vesting purposes 2. [ ] eligibility purposes f. [ ] Discretionary. The Employer may make matching contributions equal to a discretionary percentage, to be determined by the Employer, of the Participant's elective deferrals. g. [ ] Discretionary - tiered. The Employer may make matching contributions equal to a discretionary percentage of a Participant's elective deferrals, to be determined by the Employer, of eac h tier, to be determined by the Employer. The tiers may be based on the rate of a Participant's elective deferrals or Years of Service. h. [ ] Other: (the formula described must satisfy the definitely determinable requirement under Regulations §1.401-1(b)) 27. MATCHING CONTRIBUTION PROVISIONS A. Maximum matching contribution. The total matching contribution made on behalf of any Participant for any Plan Year will not exceed: a. [ ] N/A (no Plan specific limit on the amount of matching contribution) b. [ ] $ . c. [ ] % of Compensation. B. Period of determination. The matching contribution formula will be applied on the following basis (and elective deferrals and any Compensation or dollar limitation used in determining the matching contribution will be based on the applicable period): d. [ ] the Plan Year e. [ ] each payroll period f. [ ] each month g. [ ] each Plan Year quarter h. [ ] each payroll unit (e.g., hour) i. [ ] N/A (Plan only provides for discretionary matching contributions; i.e., f. or g. is selected above) NOTE: For any discretionary match, the Employer will determine the calculation methodology at the time the matching contribution is determined. True-up contributions. If e. – h. above is selected, does the Employer have the discretion to true -up the matching contribution (i.e., apply the match on a Plan Year basis)? (leave blank if not applicable). j. [ ] Yes 28. ALLOCATION CONDITIONS FOR MATCHING CONTRIBUTIONS (Plan Section 4.3). Select a. OR b. and all that apply of c. - h. a. [ ] No conditions. All Participants share in the allocations regardless of service completed during the Plan Year or employment status on the last day of the Plan Year (skip to Question 29). b. [ ] Allocation conditions apply (select one of 1. -5. AND one of 6. - 9. below) Conditions for Participants NOT employed on the last day of the Plan Year. 1. [ ] A Participant must complete at least (not to exceed 1,000) Hours of Service (or (not to exceed 12) months of service if the elapsed time method is selected). 2. [ ] A Participant must complete a Year of Service (or Period of Service if the elapsed time method is selected). 3. [ ] Participants will NOT share in the allocations, regardless of service. Governmental 401(a) Plan © 2014 Standard Retirement Services or its suppliers 811090 (11/16) 12 4. [ ] Participants will share in the allocations, regardless of service. 5. [ ] Other: (must be definitely determinable, not subject to Employer discretion and may not require more than one Year of Service (or Period of Service if the elapsed time method is selected)). Conditions for Participants employed on the last day of the Plan Year 6. [ ] No service requirement. 7. [ ] A Participant must complete a Year of Service (or Period of Service if the elapsed time method is selected). 8. [ ] A Participant must complete at least (not to exceed 1,000) Hours of Service during the Plan Year. 9. [ ] Other: (must be definitely determinable, not subject to Employer discretion and may not require more than one Year of Service (or Period of Service if the elapsed time method is selected)). Waiver of conditions for Participants NOT employed on the last day of the Plan Year. If b.1., 2., 3., or 5. is selected, Participants who are not employed on the last day of the Plan Year in which one of the following events occur will be eligibl e to share in the allocations regardless of the above conditions (select all that apply; leave blank if none apply): c. [ ] Death d. [ ] Total and Permanent Disability e. [ ] Termination of employment on or after Normal Retirement Age 1. [ ] or Early Retirement Date Conditions based on period other than Plan Year. The allocation conditions above will be applied based on the Plan Year unless otherwise selected below. If selected, the above provisions will be applied by substituting the term Plan Year with the specified period (e.g., if Plan Year quarter is selected below and the allocation condition is 250 Hours of Service per quarter, enter 250 hours (not 1000) at b.8. above). f. [ ] The Plan Year quarter. g. [ ] Payroll period. h. [ ] Other: (must be definitely determinable and not subject to Employer discretion and may not be longer than a twelve month period). 29. FORFEITURES. See Plan Sections 1.21 and 4.3(e) regarding the timing and disposition of Forfeitures. 30. ALLOCATION OF EARNINGS (Plan Section 4.3(c)) Allocation of earnings with respect to amounts which are not subject to Participant investment direction and which are contributed to the Plan after the previous Valuation Date will be determined: a. [X] N/A. (all assets in the Plan are subject to Participant investment direction) b. [ ] by using a weighted average based on the amount of time that has passed between the date a contribution or distribution is made and the prior Valuation Date c. [ ] by treating one-half of all such contributions as being a part of the Participant's nonsegregated Account balance as of the previous Valuation Date d. [ ] by using the method specified in Plan Section 4.3(c) (balance fo rward method) e. [ ] other: (must be a definite predetermined formula) 31. MANDATORY EMPLOYEE CONTRIBUTIONS (Plan Section 4.8) (skip if mandatory Employee contributions NOT selected at Question 11.d.) a. [ ] An Eligible Employee must contribute to the Plan % (not to exceed 25%) of Compensation. b. [ ] An Eligible Employee must, prior to his or her first Entry Date, make a one -time irrevocable election to contribute to the Plan from % (not less than 1%) to % (not to exceed 25%) of Compensation. c. [ ] Other: (must be definitely determinable) Employer pick-up contribution. The mandatory Employee contribution is "picked up" by the Employer under Code §414(h)(2) unless elected below. d. [ ] The mandatory Employee contribution is not "picked-up" by the Employer. 32. AFTER-TAX VOLUNTARY EMPLOYEE CONTRIBUTIONS (Plan Section 4.9) (skip if after-tax voluntary Employee contributions NOT selected at Question 11.e.) Matching after-tax voluntary Employee contributions. There are no Employer matching contributions on after-tax voluntary Employee contributions unless elected below. a. [ ] After-tax voluntary Employee contributions are considered elective deferrals for purposes of applying any matching contributions under the Plan. DISTRIBUTIONS 33. FORM OF DISTRIBUTIONS (Plan Sections 6.5 and 6.6) Distributions under the Plan may be made in (select all that apply; must select at least one): a. [X] lump-sums b. [X] substantially equal installments c. [X] partial withdrawals, provided the minimum withdrawal is $ 1,000 (leave blank if no minimum) Governmental 401(a) Plan © 2014 Standard Retirement Services or its suppliers 811090 (11/16) 13 d. [X] partial withdrawals or installments are only permitted for Participants or Beneficiaries who must receive required minimum distributions under Code §401(a)(9) except for the following (e.g., partial is not permitted f or death benefits; leave blank if no exceptions): 1. [ ] e. [ ] annuity: (describe the form of annuity or annuities) f. [X] other: deferred lump sum (payable on a future date elected by the Participant) (must be definitely determinable and not subject to Employer discretion) NOTE: Regardless of the above, a Participant is not required to request a withdrawal of his or her total Account for an in-service distribution, a hardship distribution, or a distribution from the Parti cipant's Rollover Account. Cash or property. Distributions may be made in: g. [X] cash only, except for (select all that apply; leave blank if none apply): 1. [ ] insurance Contracts 2. [ ] annuity Contracts 3. [ ] Participant loans h. [ ] cash or property, except that the following limitation(s) apply: (leave blank if there are no limitations on property distributions): 1. [ ] (must be definitely determinable and not subject to Employer discretion) 34. CONDITIONS FOR DISTRIBUTIONS UPON SEVERANCE OF EMPLOYMENT. Distributions upon severance of employment pursuant to Plan Section 6.4(a) will not be made unless the following conditions have been satisfied: A. Accounts in excess of $5,000 a. [X] Distributions may be made as soon as administratively feasible following severance of employment. b. [ ] Distributions may be made as soon as administratively feasible after the last day of the Plan Year coincident with or next following severance of employment. c. [ ] Distributions may be made as soon as administratively feasible after the last day of the Plan Year quarter coincident with or next following severance of employment. d. [ ] Distributions may be made as soon as administratively feasible after the Valuation Date coincident with or next following severance of employment. e. [ ] Distributions may be made as soon as administratively feasible after months have elapsed following severance of employment. f. [ ] No distributions may be made until a Participant has reached Early or Normal Retirement Date. g. [ ] Other: (must be objective conditions which are ascertainable and may not exceed the limits of Code §401(a)(14) as set forth in Plan Section 6.7) B. Accounts of $5,000 or less h. [X] Same as above i. [ ] Distributions may be made as soon as administratively feasible following severan ce of employment. j. [ ] Distributions may be made as soon as administratively feasible after the last day of the Plan Year coincident with or next following severance of employment. k. [ ] Other: (must be objective conditions which are ascertainable and may not exceed the limits of Code §401(a)(14) as set forth in Plan Section 6.7) C. Timing after initial distributable event. If a distribution is not made in accordance with the above provisions upon the occurrence of the distributable event, then a Participant may elect a subsequent distribution at any time after the time the amount was first distributable (assuming the amount is still distributable), unless otherwise selected below (may not be selected with 34.f. and 34.h.): l. [ ] Other: (e.g., a subsequent distribution request may only be made in accordance with l. above (i.e., the last day of another Plan Year); must be objective conditions which are ascertainable and may not exceed the limits of Code §401(a)(14) as set forth in Plan Section 6.7) D. Participant consent (i.e., involuntary cash-outs). Should Vested Account balances less than a certain dollar threshold be automatically distributed without Participant consent (mandatory distributions)? NOTE: The Plan provides that distributions of amounts of $5,000 or less are only paid as lump-sums. m. [ ] No, Participant consent is required for all distributions. n. [X] Yes, Participant consent is required only if the distribution is over: 1. [ ] $5,000 2. [X] $1,000 3. [ ] $ (less than $1,000) NOTE: If 2. or 3. is selected, rollovers will be included in determining the threshold for Participant consent. Automatic IRA rollover. With respect to mandatory distributions of amounts that are $1,000 or less, if a Participant makes no election, the amount will be distributed as a lump -sum unless selected below. 4. [ ] If a Participant makes no election, then the amount will be automatically rolled over to an IRA provided the amount is at least $ (e.g., $200). Governmental 401(a) Plan © 2014 Standard Retirement Services or its suppliers 811090 (11/16) 14 E. Rollovers in determination of $5,000 threshold. Unless otherwise elected below, amounts attributable to rollover contributions (if any) will be included in determining the $5,000 threshold for timing of distributions, form of distributions, or consent rules. o. [ ] Exclude rollovers (rollover contributions will be excluded in determining the $5,000 threshold) NOTE: Regardless of the above election, if the Participant consent threshold is $1,000 or less, then the Administrator must include amounts attributable to rollovers for such purpose. In such case, an election to exclude rollovers above will apply for purposes of the timing and form of distributions. 35. DISTRIBUTIONS UPON DEATH (Plan Section 6.8(b)(2)) Distributions upon the death of a Participant prior to the "required beginning date" will: a. [X] be made pursuant to the election of the Participant or "designated Beneficiary" b. [ ] begin within 1 year of death for a "designated Beneficiary" and be payable over the life (or over a per iod not exceeding the "life expectancy") of such Beneficiary, except that if the "designated Beneficiary" is the Participant's Spouse, begin prior to December 31st of the year in which the Participant would have attained age 70 1/2 c. [ ] be made within 5 (or if lesser ) years of death for all Beneficiaries d. [ ] be made within 5 (or if lesser ) years of death for all Beneficiaries, except that if the "designated Beneficiary" is the Participant's Spouse, begin prior to December 31st of the year in which the Participant would have attained age 70 1/2 and be payable over the life (or over a period not exceeding the "life expectancy") of such "surviving Spouse" NOTE: The elections above must be coordinated with the Form of distributions (e.g., if the Plan only permits lump-sum distributions, then options a., b. and d. would not be applicable). 36. OTHER PERMITTED DISTRIBUTIONS (select all that apply; leave blank if none apply) A. IN-SERVICE DISTRIBUTIONS (Plan Section 6.11) In-service distributions will NOT be allowed (except as otherwise permitted under the Plan without regard to this provision) unless selected below (if applicable, answer a. - e.; leave blank if not applicable): a. [ ] In-service distributions may be made to a Participant who has not separated from service provided the following has been satisfied (select one or more): 1. [ ] Age. The Participant has reached: a. [ ] Normal Retirement Age b. [ ] age 62 c. [ ] age 2. [ ] the Participant has been a Participant in the Plan for at least years (may not be less than five (5)) 3. [ ] the amounts being distributed have accumulated in the Plan for at least 2 years 4. [ ] other: (must satisfy the definitely determinable requirement under Regulations §401-1(b); may not be subject to Employer discretion; and must be limited to a combination of items a.1. – a.3. or a Participant's disability). More than one condition. If more than one condition is selected above, then a Participant only needs to satisfy one of the conditions, unless selected below: 5. [ ] A Participant must satisfy each condition NOTE: Distributions from a Transfer Account attributable to a money purchase pension plan are not permitted prior to age 62. Account restrictions. In-service distributions are permitted from the following Participant Accounts: b. [ ] all Accounts c. [ ] only from the following Accounts (select one or more): 1. [ ] Account attributable to Employer matching contributions 2. [ ] Account attributable to Employer contributions other than matching contributions 3. [ ] Rollover Account 4. [ ] Transfer Account Permitted from the following assets attributable to (select one or both): a. [ ] non-pension assets b. [ ] pension assets (e.g., from a money purchase pension plan) 5. [ ] Other: (specify Account(s) and conditions in a manner that satisfies the definitely determinable requirement under Regulations §1.401-1(b) and is not subject to Employer discretion) Limitations. The following limitations apply to in-service distributions: d. [X] N/A (no additional limitations) e. [ ] Additional limitations (select one or more): 1. [ ] The minimum amount of a distribution is $ . 2. [ ] No more than distribution(s) may be made to a Participant during a Plan Year. 3. [ ] Distributions may only be made from Accounts which are fully Vested. 4. [ ] In-service distributions may be made subject to the following provisions: (must satisfy the definitely determinable requirement under Regulations §1.401-1(b) and not be subject to Employer discretion). Governmental 401(a) Plan © 2014 Standard Retirement Services or its suppliers 811090 (11/16) 15 B. HARDSHIP DISTRIBUTIONS (Plan Sections 6.12) Hardship distributions will NOT be allowed (except as otherwise permit ted under the Plan without regard to this provision) unless selected below (leave blank if not applicable): f. [ ] Hardship distributions are permitted from the following Participant Accounts: 1. [ ] all Accounts 2. [ ] only from the following Accounts (select one or more): a. [ ] Account attributable to Employer matching contributions b. [ ] Account attributable to Employer contributions other than matching contributions c. [ ] Rollover Account d. [ ] Transfer Account (other than amounts attributable to a money purchase pension plan) e. [ ] Other: (specify Account(s) and conditions in a manner that is definitely determinable and not subject to Employer discretion) NOTE: Hardship distributions are NOT permitted from a Transfer Account attributable to pension assets (e.g., from a money purchase pension plan). Additional limitations. The following limitations apply to hardship distributions: 3. [ ] N/A (no additional limitations) 4. [ ] Additional limitations (select one or more): a. [ ] The minimum amount of a distribution is $ (may not exceed $1,000). b. [ ] No more than distribution(s) may be made to a Participant during a Plan Year. c. [ ] Distributions may only be made from Accounts which are fully Vested. d. [ ] A Participant does not include a Former Employee at the time of the hardship distribution. e. [ ] Hardship distributions may be made subject to the following provisions: (must satisfy the definitely determinable requirement under Regulations §1.401-1(b) and not be subject to Employer discretion). Beneficiary Hardship. Hardship distributions for Beneficiary expenses are NOT allowed unless otherwise selected below. 5. [ ] Hardship distributions for expenses of Beneficiaries are allowed Special effective date (may be left blank if effective date is same as the Plan or Restatement Effective Date; select a. and, if applicable, b.) a. [ ] effective as of (if this is a PPA restatement and the provisions were effective prior to the Restatement Effective Date, then enter the date such provisions were first effective; may not be earlier than August 17, 2006) b. [ ] eliminated effective as of . C. AGE 62 IN-SERVICE DISTRIBUTIONS FOR TRANSFERRED MONEY PURCHASE ASSETS (Plan Section 6.15) In-service distributions at age 62 will NOT be allowed (except as otherwise permitted under the Plan without rega rd to this provision) unless selected below (applies only for Transfer Accounts from a money purchase pension plan): g. [ ] In-service distributions will be allowed for Participants at age 62. Special effective date. If this is a PPA restatement and the provision applied other than as of the first day of the 2007 Plan Year, then enter the date such provision was first effective: (leave blank if not applicable) 1. [ ] (may not be earlier than the first day of the 2007 Plan Year). Limitations. The following limitations apply to these in-service distributions: 2. [ ] The Plan already provides for in-service distributions and the restrictions set forth in the Plan (e.g., minimum amount of distributions or frequency of distributions) are applicable to in-service distributions at age 62. 3. [ ] N/A (no limitations) 4. [ ] The following elections apply to in-service distributions at age 62 (select one or more): a. [ ] The minimum amount of a distribution is $ (may not exceed $1,000). b. [ ] No more than distribution(s) may be made to a Participant during a Plan Year. c. [ ] Distributions may only be made from Accounts which are fully Vested. d. [ ] In-service distributions may be made subject to the following provisions: (must satisfy the definitely determinable requirement under Regulations §1.401-1(b) and not be subject to Employer discretion). 37. HEART ACT PROVISIONS (Plan Section 6.17) Continued benefit accruals. a. [X] Continued benefit accruals will NOT apply b. [ ] Continued benefit accruals will apply Special effective date. If this is a PPA restatement and the provision applied other than as of the first day of the 2007 Plan Year, then enter the date such provision was first effective: (leave blank if not applicable) c. [ ] (may not be earlier than the first day of the 2007 Plan Year) Distributions for deemed severance of employment d. [X] The Plan does NOT permit distributions for deemed severance of employment Governmental 401(a) Plan © 2014 Standard Retirement Services or its suppliers 811090 (11/16) 16 e. [ ] The Plan permits distributions for deemed severance of employment Special effective date (may be left blank if same as Plan or Restatement Effective Date) 1. [ ] (if this is a PPA restatement and the provisions were effective prior to the Restatement Effective Date, then enter the date such provisions were first effective; may not be earlier than January 1, 2007) MISCELLANEOUS 38. LOANS TO PARTICIPANTS (Plan Section 7.6) a. [ ] New loans are NOT permitted. b. [X] New loans are permitted. NOTE: Regardless of whether new loans are permitted, if the Plan permits rollovers, then the Administrator may, in a uniform manner, accept rollovers of loans into this Plan. 39. ROLLOVERS (Plan Section 4.6) (skip if rollover contributions are NOT selected at 11.f.) Eligibility. Rollovers may be accepted from all Participants who are Employees as well as the following (select all that apply; leave blank if not applicable): a. [X] Any Eligible Employee, even prior to meeting eligibility conditions to be a Participant b. [X] Participants who are Former Employees Distributions. When may distributions be made from a Participant's Rollover Account? c. [X] At any time d. [ ] Only when the Participant is otherwise entitled to a distribution under the Plan PPA TRANSITION RULES The following questions only apply if this is a PPA restatement (i.e., Question 5.b.1. is selected). I f this is not a PPA restatement, then this Plan will not be considered an individually designed plan merely because the following questions are deleted from the Adoption Agreement. NOTE: The following provisions are designed to be left unanswered if the se lections do not apply to the Plan. 40. WRERA - RMD WAIVERS FOR 2009 (Plan Section 6.8(f)) Suspension/continuation of RMDs. Unless otherwise elected below, required minimum distributions (RMDs) for 2009 were suspended unless a Participant or Beneficiary elected to receive such distributions: a. [ ] RMDs for 2009 were suspended for any Participant or Beneficiary who was scheduled to receive his/her first RMD for 2009 or who did not make a continuing election prior to 2009 to receive his/her RMD (unless th e Participant or Beneficiary made an election to receive such distribution). RMDs for 2009 were continued for any Participant or Beneficiary who had made a continuing election to receive an RMD prior to 2009 (unless the Participant or Beneficiary made an election to suspend such distribution). b. [ ] RMDs continued unless otherwise elected by a Participant or Beneficiary. c. [ ] RMDs continued in accordance with the terms of the Plan (i.e., no election available to Participants or Beneficiaries). d. [ ] Other: Direct rollovers. The Plan also treated the following as "eligible rollover distributions" in 2009 (If no election is made, then a "direct rollover" was only offered for "2009 RMDs"): e. [ ] "2009 RMDs" and "Extended 2009 RMDs." f. [ ] "2009 RMDs" but only if paid with an additional amount that is an "eligible rollover distribution" without regard to Code §401(a)(9)(H). 41. NON-SPOUSAL ROLLOVERS (Plan Section 6.14(d)). Non-spousal rollovers are permitted effective for distributions after December 31, 2006 unless an alternative effective date is selected at a. below: a. [ ] Non-spousal rollovers are allowed effective (may not be earlier than January 1, 2007 and not later than January 1, 2010; the Plan already provides for non-spousal rollovers effective as of January 1, 2010) Governmental 401(a) Plan The adopting Employer may rely on an advisory letter issued by the Internal Revenue Service as evidence that the Plan is qualified under Code §401 only to the extent provided in Rev. Proc. 2011-49 or subsequent guidance. The Employer may not rely on the advisory letter in certain other circumstances or with respect to certain qualification requirements, which are specified in the advisory letter issued with respect to the Plan and in Rev. Proc. 201149 or subsequent guidance. In order to have reliance in such circumstances or with respect to such qualification requirements, application for a determination letter must be made to Employee Plans Determinations of the Intemal Revenue Service. This Adoption Agreement may be used only in conjunction with the Volume Submitter basic Plan document #09. This Adoption Agreement and the basic Plan document will together be known as SunGard Business Systems LLC Governmental Volume Submitter 401(a) Plan #09-001. The adoption of this Plan, its qualification by the IRS, and the related tax consequences are the responsibility of the Employer and its independent tax and legal advisors. SunGard Business Systems LLC will notify the Employer of any amendments made to the Plan or of the discontinuance or abandonment of the Plan. Furthermore, in order to be eligible to receive such notification, the Employer agrees to notify SunGard Business Systems LLC of any change in address. In addition, this Plan is provided to the Employer either in connection with investment in a product or pursuant to a contract or other arrangement for products and/or services. Upon cessation of such investment in a product or cessation of such contract or arrangement, as applicable, the Employer is no longer considered to be an adopter of this Plan and SunGard Business Systems LLC no longer has any obligations to the Employer that relate to the adoption of this Plan. With regard to any questions regarding the provisions of the Plan, adoption of the Plan, or the effect of an advisory letter from the IRS, call or write (this information must be completed by the sponsor of this Plan or its designated representative): Name: Standard Retirement Services Inc Address: 1100 SW Sixth Avenue Portland Oregon 97204 Telephone: 800.262.7111 The Employer and Trustee (or Insurer) hereby cause this Plan to be executed on the dates) specked below: EMPLOYE :Ct f Okeah ed6 s By: I q 1 116 DATE SIGNED TRUS E (OR INSURER): [ ] The signature of the Trustee or Insurer appears on a separate agreement or Contract, OR (add additional Trustee signatures as necessary) TRUSTEE OR INSURER ORINSURER DATE SIGNED 30 40/(0 DATE SIGNED l /�/ s DATE SIGNED © 2014 Standard Retirement Services or its suppliers 811090 (11/16) 17 Governmental 401(a) Plan © 2014 Standard Retirement Services or its suppliers 811090 (11/16) 1 APPENDIX A SPECIAL EFFECTIVE DATES AND OTHER PERMITTED ELECTIONS A. Special effective dates (leave blank if not applicable): a. [ ] Special effective date(s): . For periods prior to the specified special effective date(s), the Plan terms in effect prior to its restatement under this Adoption Agreement will control for purposes of the designated provisions. A special effective date may not result in the delay of a Plan provision beyond the permissible effective date under any applicable law. B. Other permitted elections (the following elections are optional): a. [ ] No other permitted elections The following elections apply (select one or more): b. [ ] Deemed 125 compensation (Plan Section 1.23). Deemed 125 compensation will be included in Compensation and 415 Compensation. c. [ ] Reemployed after five (5) 1-Year Breaks in Service ("rule of parity" provisions) (Plan Section 3.5(d)). The "rule of parity" provisions in Plan Section 3.5(d) will apply for (select one or both): 1. [ ] eligibility purposes 2. [ ] vesting purposes d. [ ] Beneficiary if no beneficiary elected by Participant (Plan Section 6.2(e)). In the event no valid designation of Beneficiary exists, then in lieu of the order set forth in Plan Section 6.2(e), the following order of priority will be used: (specify an order of beneficiaries; e.g., children per stirpes, parents, and then step -children). e. [ ] Common, collective or pooled trust funds (Plan Sections 7.2(c)(5) and/or 7.3(b)(6)). The name(s) of the common, collective or pooled trust funds available under the Plan is (are): . f. [ ] Limitation Year (Plan Section 1.29). The Limitation Year for Code §415 purposes will be (must be a consecutive twelve month period) instead of the "determination period" for Compensation. g. [ ] 415 Limits when 2 defined contribution plans are maintained (Plan Section 4.4). If any Participant is covered under another qualified defined contribution plan maintained by the Employer or an Affiliated Employer, or if the Employer or an Affiliated Employer maintains a welfare benefit fund, as defined in Code §419(e), or an in dividual medical account, as defined in Code §415(l)(2), under which amounts are treated as "annual additions" with respect to any Participant in this Plan, then the provisions of Plan Section 4.4(b) will apply unless otherwise specified below: 1. [ ] Specify, in a manner that precludes Employer discretion, the method under which the plans will limit total "annual additions" to the "maximum permissible amount" and will properly reduce any "excess amounts": . h. [ ] Recognition of Service with other employers (Plan Sections 1.39 and 1.54). Service with the following employers (in addition to those specified at Question 15) will be recognized as follows (select one or more): Contribution Eligibility Vesting Allocation 1. [ ] Employer name: a. [ ] b. [ ] c. [ ] 2. [ ] Employer name: a. [ ] b. [ ] c. [ ] 3. [ ] Employer name: a. [ ] b. [ ] c. [ ] 4. [ ] Employer name: a. [ ] b. [ ] c. [ ] 5. [ ] Employer name: a. [ ] b. [ ] c. [ ] 6. [ ] Employer name: a. [ ] b. [ ] c. [ ] Limitations 7. [ ] The following provisions or limitations apply with respect to the a. [ ] b. [ ] c. [ ] recognition of prior service: (e.g., credit service with X only on/following 1/1/13) Governmental 401(a) Plan © 2014 Standard Retirement Services or its suppliers 811090 (11/16) 2 i. [ ] Other vesting provisions. The following vesting provisions apply to the Plan (select one or more): 1. [ ] Special vesting provisions. The following special provisions apply to the vesting provisions of the Plan: (must be definitely determinable and satisfy the parameters set forth at Question 17) 2. [ ] Pre-amendment vesting schedule. (Plan Section 6.4(b)). If the vesting schedule has been amended and a different vesting schedule other than the schedule at Question 17 applies to any Participants, then the following provisions apply (must select one of a. – d. AND complete e.): Applicable Participants. The vesting schedules in Question 17 only apply to: a. [ ] Participants who are Employees as of (enter date). b. [ ] Participants in the Plan who have an Hour of Service on or after (enter date). c. [ ] Participants (even if not an Employee) in the Plan on or after (enter date). d. [ ] Other: (e.g., Participants in division A) Vesting schedule e. The schedule that applies to Participants not subject to the vesting schedule in Question 17 is: Years (or Periods) of Service Percentage % % % % % % j. [ ] Minimum distribution transitional rules (Plan Section 6.8(e)(5)) NOTE: This Section does not apply to (1) a new Plan, (2) an amendment or restatement of an existing Plan that never contained the provisions of Code §401(a)(9) as in effect prior to the amendments made by the Small Business Job Protection Act of 1996 (SBJPA), or (3) a Plan where the transition rules below do not affect any current Participants. The "required beginning date" for a Participant is: 1. [ ] April 1st of the calendar year following the year in which the Participant attains age 70 1/2. (pre-SBJPA rules continue to apply) 2. [ ] April 1st of the calendar year following the later of the year in which the Participant attains age 70 1/2 or retires (the post-SBJPA rules), with the following exceptions (select one or both; leave blank if both applied effective as of January 1, 1996): a. [ ] A Participant who was already receiving required minimum distributions under the pre-SBJPA rules as of (may not be earlier than January 1, 1996) was allowed to stop receiving distributions and have them recommence in accordance with the post-SBJPA rules. Upon the recommencement of distributions, if the Plan permits annuities as a form of distribution then the following apply: 1. [ ] N/A (annuity distributions are not permitted) 2. [ ] Upon the recommencement of distributions, the original Annuity Starting Date will be retained. 3. [ ] Upon the recommencement of distributions, a new Annuity Starting Date is created. b. [ ] A Participant who had not begun receiving required minimum distributions as of (may not be earlier than January 1, 1996) may elect to defer commencement of distributions until retirement. The option to defer the commencement of distributions (i.e., to elect to receive in-service distributions upon attainment of age 70 1/2) applies to all such Participants unless selected below: 1. [ ] The in-service distribution option was eliminated with respect to Participants who attained age 70 1/2 in or after the calendar year that began after the later of (1) December 31, 1998, or (2) the adoption date of the restatement to bring the Plan into compliance with the SBJPA. k. [ ] Other spousal provisions (select one or more) 1. [ ] Definition of Spouse. The term Spouse includes a spouse under federal law as well as the following: . 2. [ ] Automatic revocation of spousal designation (Plan Section 6.2(f)). The automatic revocation of a spousal Beneficiary designation in the case of divorce does not apply. 3. [ ] Timing of QDRO payment. A distribution to an Alternate Payee shall not be permitted prior to the time a Participant would be entitled to a distribution. l. [ ] Applicable law. Instead of using the applicable laws set forth in Plan Section 9.4(a), the Plan will be governed by the laws of: m. [ ] Total and Permanent Disability. Instead of the definition at Plan Section 1.49, Total and Permanent Disability means: (must be definitely determinable). n. [ ] Permissible Trust (or Custodian) modifications. The Employer makes the following modifications to the Trust (or Custodial) provisions as permitted under Rev. Proc. 2011-49 (or subsequent IRS guidance) (select one or more of 1. - 3. below): Governmental 401(a) Plan © 2014 Standard Retirement Services or its suppliers 811090 (11/16) 3 NOTE: Any elections below must not: (i) conflict with any Plan provision unrelated to the Trust or Trustee; or (ii) cause the Plan to violate Code §401(a). In addition, this may not be used to substitute all of the Trust provisions in the Plan. 1. [ ] Investments. The Employer amends the Trust provisions relating to Trust investments as follows: 2. [ ] Duties. The Employer amends the Trust provisions relating to Trustee (or Custodian) duties as follows: 3. [ ] Other administrative provisions. The Employer amends the other administrative provisions of the Trust as follows: Governmental 401(a) Plan © 2014 Standard Retirement Services or its suppliers 811090 (11/16) 1 ADMINISTRATIVE PROCEDURES The following are optional administrative provisions. The Administrator may implement procedures that override any elections in this Section without a formal Plan amendment. In addition, modifications to these procedures will not affect an Employer's reliance on the Plan. A. Loan Limitations. (complete only if loans to Participants are permitted; leave blank if none apply) a. [ ] Limitations (select one or more): 1. [ ] Loans will be treated as Participant directed investments. 2. [ ] Loans will only be made for hardship or financial necessity as specified below (s elect i. or ii.) a. [ ] hardship reasons specified in Plan Section 6.12 b. [ ] financial necessity (as defined in the loan program). 3. [ ] The minimum loan will be $ . 4. [ ] A Participant may only have (e.g., one (1)) loan(s) outstanding at any time. 5. [ ] All outstanding loan balances will become due and payable in their entirety upon the occurrence of a distributable event (other than satisfaction of the conditions for an in-service distribution (including a hardship distribution), if applicable). 6. [ ] Account restrictions. Loans will only be permitted from the following Participant Accounts (select all that apply or leave blank if no limitations apply): a. [ ] Account(s) attributable to Employer matching contributions b. [ ] Account attributable to Employer contributions other than matching contributions c. [ ] Rollover Account d. [ ] Transfer Account e. [ ] Other: AND, if loans are restricted to certain accounts, the limitations of Code §72(p) will be applied: f. [ ] by determining the limits by only considering the restricted accounts. g. [ ] by determining the limits taking into account a Participant's entire interest in the Plan. Additional Loan Provisions (select all that apply; leave blank if none apply) b. [ ] Loan payments. Loans are repaid by (if left blank, then payroll deduction applies unless Participant is not subject to payroll (e.g., partner who only has a draw)): 1. [ ] payroll deduction 2. [ ] ACH (Automated Clearing House) 3. [ ] check a. [ ] Only for prepayment c. [ ] Interest rate. Loans will be granted at the following interest rate (if left blank, then 3. below applies): 1. [ ] percentage points over the prime interest rate 2. [ ] % 3. [ ] the Administrator establishes the rate at the time the loan is made d. [ ] Refinancing. Loan refinancing is allowed. B. Life Insurance. (Plan Section 7.5) a. [X] Life insurance may not be purchased. b. [ ] Life insurance may be purchased... 1. [ ] at the option of the Administrator 2. [ ] at the option of the Participant Limitations 3. [ ] N/A (no limitations) 4. [ ] The purchase of initial or additional life insurance will be subject to the following limitations (select one or more): a. [ ] Each initial Contract will have a minimum face amount of $ . b. [ ] Each additional Contract will have a minimum face amount of $ . c. [ ] The Participant has completed Years (or Periods) of Service. d. [ ] The Participant has completed Years (or Periods) of Service while a Participant in the Plan. e. [ ] The Participant is under age on the Contract issue date. f. [ ] The maximum amount of all Contracts on behalf of a Participant may not exceed $ . g. [ ] The maximum face amount of any life insurance Contract will be $ . C. Plan Expenses. Will the Plan assess against an individual Participant's Account certain Plan expenses that are incurred by, or are attributable to, a particular Participant based on use of a particular Plan service? a. [ ] No b. [X] Yes Governmental 401(a) Plan © 2014 Standard Retirement Services or its suppliers 811090 (11/16) 2 Use of Forfeitures Forfeitures of Employer contributions other than matching contributions will be: c. [ ] added to the Employer contribution and allocated in the same manner d. [X] used to reduce any Employer contribution e. [ ] allocated to all Participants eligible to share in the allocations of Employer contributions or Forfeitures in the same proportion that each Participant's Compensation for the Plan Year bears to the Compensation of all Participants for such year f. [ ] other: (describe the treatment of Forfeitures in a manner that is definitely determinable and not subject to Employer discretion; e.g., Forfeitures attributable to transferred balances from Plan X are allocated as additional discretionary contributions only to former Plan X Participants) Forfeitures of Employer matching contributions will be: g. [X] N/A. Same as above or no Employer matching contributions. h. [ ] used to reduce the Employer matching contribution. i. [ ] used to reduce any Employer contribution. j. [ ] other: (describe the treatment of Forfeitures in a manner that is definitely determinable and not subject to Employer discretion; e.g., Forfeitures attributable to transferred balance s from Plan X are allocated as additional discretionary contributions only to former Plan X Participants) D. Directed investments a. [ ] Participant directed investments are NOT permitted. b. [X] Participant directed investments are permitted from the following Participant Accounts: 1. [X] all Accounts 2. [ ] only from the following Accounts (select one or more): a. [ ] Account attributable to Employer contributions b. [ ] Rollover Account c. [ ] Transfer Account d. [ ] Other: (specify Account(s) and conditions in a manner that is definitely determinable and not subject to Employer discretion) E. Rollover Limitations. Will the Plan accept rollover contributions and/or direct rollovers from the sources specified below? a. [X] No, Administrator determines in operation which sources will be accepted. b. [ ] Yes Rollover sources. Indicate the sources of rollovers that will be accepted (select one or more) 1. [ ] Direct Rollovers. The Plan will accept a direct rollover of an eligible rollover distribution from (select one or more): a. [ ] a qualified plan described in Code §401(a) (including a 401(k) plan, profit sharing plan, defined benefit plan, stock bonus plan and money purchase plan), excluding after-tax employee contributions b. [ ] a qualified plan described in Code §401(a) (including a 401(k) plan, profit sharing plan, defined benefit plan, stock bonus plan and money purchase plan), including after -tax employee contributions c. [ ] a plan described in Code §403(a) (an annuity plan), excluding after -tax employee contributions d. [ ] a plan described in Code §403(a) (an annuity plan), including after -tax employee contributions e. [ ] a plan described in Code §403(b) (a tax-sheltered annuity), excluding after-tax employee contributions f. [ ] a plan described in Code §403(b) (a tax-sheltered annuity), including after-tax employee contributions g. [ ] a plan described in Code §457(b) (eligible deferred compensation plan) Direct Rollovers of Participant Loan. The Plan will NOT accept a direct rollover of a Participant loan from another plan unless selected below (leave blank if default applies) h. [ ] The Plan will accept a direct rollover of a Participant l oan i. [ ] The Plan will only accept a direct rollover of a Participant loan only in the following situation(s): (e.g., only from Participants who were employees of an acquired organization). 2. [ ] Participant Rollover Contributions from Other Plans (i.e., not via a direct plan-to-plan transfer). The Plan will accept a contribution of an eligible rollover distribution (select one or more): a. [ ] a qualified plan described in Code §401(a) (including a 401(k) plan, profit sharing plan, defined benefit plan, stock bonus plan and money purchase plan) b. [ ] a plan described in Code §403(a) (an annuity plan) c. [ ] a plan described in Code §403(b) (a tax-sheltered annuity) d. [ ] a governmental plan described in Code §457(b) (eligible deferred compensation plan) 3. [ ] Participant Rollover Contributions from IRAs: The Plan will accept a rollover contribution of the portion of a distribution from a traditional IRA that is eligible to be rolled over and would otherwise be includible in gross income. Rollovers from Roth IRAs or a Coverdell Education Savings Account (formerly known as an Education IRA) are not permitted because they are not traditional IRAs. A rollover from a SIMPLE IRA is allowed if the amounts are rolled over after the individual has been in the SIMPLE IRA for at least two years. Governmental 401(a) Plan © 2014 Standard Retirement Services or its suppliers 811090 (11/16) 1 SUNGARD BUSINESS SYSTEMS LLC VOLUME SUBMITTER MODIFICATIONS CITY OF OKEECHOBEE 401(A) SPECIAL PAY PLAN The enclosed Plan is being submitted for expedited review as a Volume Submitter Plan. No modifications from the approved specimen plan have been made to this Plan. Lane Gamiotea From: Lane Gamiotea Sent: Friday, February 21, 2020 11:19 AM FILL COPY To: Marcos Montes De Oca; Robin Brock Cc: Bobbie Jenkins (bjenkins@cityofokeechobee.com) Subject: Executed Agreement for "The Standard" Special Pay Plan Follow Up Flag: Follow up Flag Status: Flagged Tracking: Recipient Read Marcos Montes De Oca Read: 2/21/2020 11:21 AM Robin Brock Bobbie Jenkins (bjenkins@cityofokeechobee.com) Read: 2/21/2020 11:20 AM Marcos/Robin, does your office have the final executed contract with The Standard for the Special Pay Plan that was adopted 7/19/2016 and amended 8/16/2016? We haven't received a copy for the city's records. Finance does not have a copy either. Ae,, La�re ���res �airriatea, W City Clerk/Personnel Administrator City of Okeechobee 55 SE 311 Avenue, Room 100, Okeechobee, FL 34974 Office: 863.763.3372 ext. 9814, Fax: 863.763.1686, Cell: 863.697-0345 Under Florida law, email addresses are public records. If you do not want your email address released in response to a public records request, do not send electron mail to this entity. Instead, contact this office by phone or in writing, Florida Statute 668.6076. CITY OF OKEECHOBEE ELECTRONIC DEVICE DISCLAIMER: Florida has a very broad public records law. Most written communications to or from local officials regarding city business are public records available to the public and media upon request. Your correspondence via e-mail, text message, voice mail, etc., may therefore be subject to public disclosure. -V�VM VA _tA-b, OA/Wy�,p ii s 4 c 'fiA Ul JX AAA Ct GAA b,sr� c&_/ r. mina " us v This Co ract may be terminated, in wh le or in part, in writing, by eit er party in the event of substantia failure by the other party to f ill its obligations under this C ntract through no fault of the terminatingIti ty, provided that no termina ion may be effected unless t defaulting party is given: (1) not less than ty (30) calendar days written otice (delivered by certified ail, return receipt requested) of inte to terminate; and (2) an op ortunity for consultation wi the terminating party prior to termination. T'h' Contract may be termi ed, in whole or in pa in writing, by the C for its convenien e, provided that a other party is afforded same notice and co Itation opportun specified in sub ragraph 1 abov In th event rmination,ie Consultant sha be paid for all work ompleted pri to the a ective datetermination, in addition�o termination se lement costs reason le incurred y the Co ultant relating commitments which we're approved by t City prior to notice o nt tot inate. tation t of a terminati n action under subpar graphs 1 and 2 abo .e, the Consultants all: (1) scontinue all affe ted work (unless the ice directs other ise); and (2) e drawings, reports, ecifications, su aries and other ch as may have been ccumulated by the Cons tant in perform g this Contract, hetherr in process. ation, the City may t ke over the work andmay ward another p ty contract to c tete s 'bed in this Contract. And possibly Severability Should any term or provision of this Agreement to be held, to any extent, invalid or unenforceable, as against any person, entity or circumstance during the term hereof, by force of any statue, law =, or ruling of any forum of competent jurisdiction, such invalidity shall not affect any other term or provision of this Agreement, to the extent that the Agreement shall remain operable, enforceable and in full force and effect to the extent permitted by law. Bobbie Jenkins From: Bobbie Jenkins Sent: Tuesday, September 13, 2016 3:23 PM To: India Riedel Cc: Lane Gamiotea Subject: Executed Agreement for "The Standard" Special Pay Plan Good Afternoon, I was checking to see if you've received an executed copy of the agreement from "The Standard"? Please let me know. Thanks O Bobbie J. Jenkins Deputy Clerk City of Okeechobee 55 SE 3`d Avenue Okeechobee, FL 34974 Phone: (863) 763-3372 ext. 215 Fax: (863) 763-1686 NOTICE: Florida has a very broad public records law. As a result, any written communication created or received by the City of Okeechobee officials and employees will be available to the public and media, upon request, unless otherwise exempt. Under Florida law, e-mail addresses are public records. If you do not want your e-mail address released in response to a public records request, do not send electronic mail to this office. Instead, contact our office by phone or in writing. Bobbie Jenkins From: Robin Brock Sent: Tuesday, March 3, 2020 9:51 AM To: Lane Gamiotea; Marcos Montes De Oca Cc: Bobbie Jenkins Subject: RE: Executed Agreement for "The Standard" Special Pay Plan No ma'am, we do not have it. I wouldn't normally keep the executed original, but I double checked to make sure. leichobm qqmmw FLORIDA • Founded 191 S Robin Brock Executive Assistant 55 SE 3rd Avenue Okeechobee, FL 34974 Phone: (863) 763-3372 Direct: (863) 763-9812 FAX: (863) 763-1686 Email: rbrock ancitvofokeechobee.com Website: www.cityofokeechobee.com NOTICE: Florida has a very broad public records law. As a result, any written communication created or received by the City of Okeechobee officials and employees will be available to the public and media, upon request, unless otherwise exempt. Under Florida law, e-mail addresses are public records. If you do not want your e-mail address released in response to a public records request, do not send electronic mail to this office. Instead, contact our office by phone or in writing. From: Lane Gamiotea <Igamiotea@cityofokeechobee.com> Sent: Tuesday, March 3, 2020 8:48 AM To: Marcos Montes De Oca <mmontesdeoca@cityofol<eechobee.com>; Robin Brock <rbrock@cityofokeechobee.com> Cc: Bobbie Jenkins <bjenkins@cityofokeechobee.com> Subject: RE: Executed Agreement for "The Standard" Special Pay Plan Just following up on this, is there an executed original/copy in your office .... -LG From: Lane Gamiotea Sent: Friday, February 21, 2020 11:19 AM To: Marcos Montes De Oca <mmontesdeoca@cityofokeechobee.com>; Robin Brock <rbrock@cityofokeechobee.com> Cc: Bobbie Jenkins (bjenkins@citvofokeechobee.com) <bienkins@citvofokeechobee.com> Subject: Executed Agreement for "The Standard" Special Pay Plan Marcos/Robin, does your office have the final executed contract with The Standard for the Special Pay Plan that was adopted 7/19/2016 and amended 8/16/2016? We haven't received a copy for the city's records. Finance does not have a copy either. Ae, ZaKe � yes �a ;a a, Mu' City Clerk/Personnel Administrator City of Okeechobee 55 SE 3 I Avenue, Room 100, Okeechobee, FL 34974 Office: 863.763.3372 ext. 9814, Fax: 863.763.1686, Cell: 863.697-0345 Under Florida law, email addresses are public records. If you do not want your email address released in response to a public records request, do not send electron mail to this entity. Instead, contact this office by phone or in writing, Florida Statute 668.6076. CITY OF OKEECHOBEE ELECTRONIC DEVICE DISCLAIMER: Florida has a very broad public records law. Most written communications to or from local officials regarding city business are public records available to the public and media upon request. Your correspondence via e-mail, text message, voice mail, etc., may therefore be subject to public disclosure. Bobbie Jenkins From: Tammy Anders <Tammy@andersretirement.com> Sent: Wednesday, March 4, 2020 1:36 PM To: Bobbie Jenkins Cc: Don Anders Subject: Contract Attachments: Contract.pdf Attached is the contract you requested. Let us know if we can further assist. Thank you, Tammy Anders OFFICE MANAGER Hi Tammy@AndersRetirement.com andersretirement.com Phone: 888.960.4494 Fax: 888.960.4492 124 E. Welbourne Ave. Winter Park, FL 32789 00000 19 -- Securities offered through Madison Avenue Securities, LLC, Member FINRA/SIPC. Any information contained in this communication is intended for the use of the named individual or entity. If you are not an intended party to this communication, please notify the sender and delete/destroy any and all copies of this communication. Unintended recipients shall not review, reproduce, disseminate nor disclose any information contained in this communication. Bobbie Jenkins From: Sent: To: Cc: Subject: Tracking: Bobbie Jenkins Tuesday, February 18, 2020 8:49 AM tu India Riedel FILE COP. Lane Gamiotea FW: Executed Agreement for "The Standard" Special Pay Plan Recipient India Riedel Lane Gamiotea Read Read: 2/18/2020 9:23 AM Just checking the status of the executed Agreement. I can contact them to get a copy if you can provide the contact information. Bobbie J. Jenkins Deputy Clerk City of Okeechobee 55 SE 3rd Avenue Okeechobee, FL 34974 Phone: (863) 763-3372 ext. 9814 Direct: (863) 763-9814 Fax: (863) 763-1686 NOTICE: Florida has a very broad public records law. As a result, any written communication created or received by the City of Okeechobee officials and employees will be available to the public and media, upon request, unless otherwise exempt. Under Florida law, e-mail addresses are public records. If you do not want your e-mail address released in response to a public records request, do not send electronic mail to this office. Instead, contact our office by phone or in writing. From: Bobbie Jenkins Sent: Wednesday, February 12, 2020 1:37 PM To: India Riedel <iriedel@cityofol<eechobee.com>; Melissa Henry <mhenry@cityofokeechobee.com> Subject: RE: Executed Agreement for "The Standard" Special Pay Plan Just checking the status of the executed agreement. Thanks! Bobbie J. Jenkins Deputy Clerk City of Okeechobee 55 SE 3rd Avenue I Okeechobee, FL 34974 Phone: (863) 763-3372 ext. 9814 Direct: (863) 763-9814 Fax: (863) 763-1686 NOTICE: Florida has a very broad public records law. Asa result, any written communication created or received by the City of Okeechobee officials and employees will be available to the public and media, upon request, unless otherwise exempt. Under Florida law, e-mail addresses are public records. If you do not want your e-mail address released in response to a public records request, do not send electronic mail to this office. Instead, contact our office by phone or in writing. From: India Riedel <iriedel@cityofokeechobee.com> Sent: Thursday, September 5, 2019 11:43 AM To: Bobbie Jenkins <bienkins@cityofokeechobee.com> Cc: Lane Gamiotea <Igamiotea@cityofokeechobee.com>; Melissa Henry <mhen ry@cityofokeechobee.com>; India Riedel <iriedel@cityofokeechobee.com> Subject: RE: Executed Agreement for "The Standard" Special Pay Plan Bobbie Jo, I will look to see if I have it. India From: Bobbie Jenkins <bienkins@citVofokeechobee.com> Sent: Thursday, September 5, 2019 11:06 AM To: India Riedel <iriedel@cityofokeechobee.com>; Melissa Henry <mhen ry@cityofol<eechobee.com> Cc: Lane Gamiotea <Igamiotea@cityofokeechobee.com> Subject: FW: Executed Agreement for "The Standard" Special Pay Plan India, I am needing the fully executed original agreement from "The Standard". Please forward ASAP as I am trying to close out files. Thanks! Bobbie J. Jenkins Deputy Clerk City of Okeechobee 55 SE 3rd Avenue Okeechobee, FL 34974 Phone: (863) 763-3372 ext. 9814 Direct: (863) 763-9814 Fax: (863) 763-1686 NOTICE: Florida has a very broad public records law. As a result, any written communication created or received by the City of Okeechobee officials and employees will be available to the public and media, upon request, unless otherwise exempt. Under Florida law, e-mail addresses are public records. If you do not want your e-mail address released in response to a public records request, do not send electronic mail to this office. Instead, contact our office by phone or in writing. From: Bobbie Jenkins Sent: Tuesday, September 13, 2016 3:23 PM To: India Riedel <iriedel@cityofokeechobee.com> Cc: Lane Gamiotea<Igamiotea@citvofokeechobee.com> Subject: Executed Agreement for "The Standard" Special Pay Plan Good Afternoon, I was checking to see if you've received an executed copy of the agreement from "The Standard"? Please let me know. Thanks O Bobbie J. Jenkins Deputy Clerk City of Okeechobee 55 SE 3rd Avenue Okeechobee, FL 34974 Phone: (863) 763-3372 ext. 215 Fax: (863) 763-1686 NOTICE: Florida has a very broad public records law. As a result, any written communication created or received by the City of Okeechobee officials and employees will be available to the public and media, upon request, unless otherwise exempt. Under Florida law, e-mail addresses are public records. If you do not want your e-mail address released in response to a public records request, do not send electronic mail to this office. Instead, contact our office by phone or in writing. Bobbie Jenkins From: India Riedel Sent: Tuesday, September 13, 2016 4:03 PM To: Bobbie Jenkins Cc: Lane Gamiotea Subject: RE: Executed Agreement for "The Standard" Special Pay Plan I don't believe so. I am hoping to touch base with him on another item tomorrow, I will check and see. India From: Bobbie Jenkins Sent: Tuesday, September 13, 2016 3:23 PM To: India Riedel Cc: Lane Gamiotea Subject: Executed Agreement for 'The Standard" Special Pay Plan Good Afternoon, I was checking to see if you've received an executed copy of the agreement from "The Standard"? Please let me know. Thanks O Bobbie J. Jenkins Deputy Clerk City of Okeechobee 55 SE 3.d Avenue Okeechobee, FL 34974 Phone: (863) 763-3372 ext. 215 Fax: (863) 763-1686 NOTICE: Florida has a very broad public records law. As a result, any written communication created or received by the City of Okeechobee officials and employees will be available to the public and media, upon request, unless otherwise exempt. Under Florida law, e-mail addresses are public records. If you do not want your e-mail address released in response to a public records request, do not send electronic mail to this office. Instead, contact our office by phone or in writing. Bobbie Jenkins From: Bobbie Jenkins Sent: Monday, October 21, 2019 3:22 PM To: Lane Gamiotea Subject: RE: Executed Agreement for "The Standard" Special Pay Plan Tracking: Recipient Delivery Read Lane Gamiotea Delivered: 10/21/2019 3:22 PM Read: 10/21/2019 3:25 PM No, she has never given them to me and I've spoke to her numerous times about it and she said she would get them to me after budget. Bobbie J. Jenkins Deputy Clerk City of Okeechobee 55 SE 3rd Avenue Okeechobee, FL 34974 Phone: (863) 763-3372 ext. 9814 Direct: (863) 763-9814 Fax: (863) 763-1686 NOTICE: Florida has a very broad public records law. As a result, any written communication created or received by the City of Okeechobee officials and employees will be available to the public and media, upon request, unless otherwise exempt. Under Florida law, e-mail addresses are public records. If you do not want your e-mail address released in response to a public records request, do not send electronic mail to this office. Instead, contact our office by phone or in writing. From: Lane Gamiotea <Igamiotea@cityofokeechobee.com> Sent: Monday, October 21, 2019 3:20 PM To: Bobbie Jenkins <bjenkins@cityofokeechobee.com> Subject: FW: Executed Agreement for "The Standard" Special Pay Plan Did we ever get these? My reminder went off Lane Earnest-Gamiotea, CMC City Clerk/Personnel Administrator City of Okeechobee 55 Southeast 3rd Avenue, Okeechobee, FL 34974 Office: 863.763.3372 x9814 Fax: 863.763.1686 Cell: 863.697.0345 PUBLIC RECORDS NOTICE- Under Florida law, email addresses are public records. If you do not want your email address released in response to a public records request, do not send electronic mail to this entity. Instead, contact this office by phone or in writing. Florida Statute 668.6076 CITY OF OKEECHOBEE E-MAIL DISCLAIMER: Florida has a very broad public records law. Most written communications to or from local officials regarding city business are public records available to the public and media upon request. Your e-mail communications may therefore be subject to public disclosure. From: India Riedel Sent: Thursday, September 05, 2019 11:43 AM To: Bobbie Jenkins Cc: Lane Gamiotea; Melissa Henry; India Riedel Subject: RE: Executed Agreement for "The Standard" Special Pay Plan Bobbie Jo, I will look to see if I have it. India From: Bobbie Jenkins <bienkins@citvofokeechobee.com> Sent: Thursday, September 5, 2019 11:06 AM To: India Riedel <iriedel@cityofokeechobee.com>; Melissa Henry <mhenry@citvofokeechobee.com> Cc: Lane Gamiotea <Igamiotea@cityofokeechobee.com> Subject: FW: Executed Agreement for "The Standard" Special Pay Plan India, I am needing the fully executed original agreement from "The Standard". Please forward ASAP as I am trying to close out files. Thanks! Bobbie J. Jenkins Deputy Clerk City of Okeechobee 55 SE 3rd Avenue Okeechobee, FL 34974 Phone: (863) 763-3372 ext. 9814 Direct: (863) 763-9814 Fax: (863) 763-1686 NOTICE: Florida has a very broad public records law. Asa result, any written communication created or received by the City of Okeechobee officials and employees will be available to the public and media, upon request, unless otherwise exempt. Under Florida law, e-mail addresses are public records. If you do not want your e-mail address released in response to a public records request, do not send electronic mail to this office. Instead, contact our office by phone or in writing. From: Bobbie Jenkins Sent: Tuesday, September 13, 2016 3:23 PM To: India Riedel <iriedel@citvofokeechobee.com> Cc: Lane Gamiotea <Igamiotea@citvofokeechobee.com> Subject: Executed Agreement for "The Standard" Special Pay Plan Good Afternoon, I was checking to see if you've received an executed copy of the agreement from "The Standard"? Please let me know. Thanks @ Bobbie J. Jenkins Deputy Clerk City of Okeechobee 55 SE 3rd Avenue Okeechobee, FL 34974 Phone: (863) 763-3372 ext. 215 Fax: (863) 763-1686 r , W NOTICE: Florida has a very broad public records law. As a result, any written communication created or received by the City of Okeechobee officials and employees will be available to the public and media, upon request, unless otherwise exempt. Under Florida law, e-mail addresses are public records. If you do not want your e-mail address released in response to a public records request, do not send electronic mail to this office. Instead, contact our office by phone or in writing. Bobbie Jenkins From: India Riedel Sent: Thursday, September 5, 2019 11:43 AM To: Bobbie Jenkins Cc: Lane Gamiotea; Melissa Henry; India Riedel Subject: RE: Executed Agreement for "The Standard" Special Pay Plan Bobbie Jo, I will look to see if I have it. India From: Bobbie Jenkins <bjenkins@cityofokeechobee.com> Sent: Thursday, September 5, 2019 11:06 AM To: India Riedel <iriedel@cityofokeechobee.com>; Melissa Henry <mhen ry@cityofokeechobee.com> Cc: Lane Gamiotea <Igamiotea@cityofokeechobee.com> Subject: FW: Executed Agreement for "The Standard" Special Pay Plan India, am needing the fully executed original agreement from "The Standard". Please forward ASAP as I am trying to close out files. Thanks! Bobbie J. Jenkins Deputy Clerk City of Okeechobee 55 SE Yd Avenue Okeechobee, FL 34974 Phone: (863) 763-3372 ext. 9814 Direct: (863) 763-9814 Fax: (863) 763-1686 NOTICE: Florida has a very broad public records law. As a result, any written communication created or received by the City of Okeechobee officials and employees will be available to the public and media, upon request, unless otherwise exempt. Under Florida law, e-mail addresses are public records. If you do not want your e-mail address released in response to a public records request, do not send electronic mail to this office. Instead, contact our office by phone or in writing. From: Bobbie Jenkins Sent: Tuesday, September 13, 2016 3:23 PM To: India Riedel <iriedel@citvofokeechobee.com> Cc: Lane Gamiotea <Igamiotea@citvofokeechobee.com> Subject: Executed Agreement for "The Standard" Special Pay Plan Good Afternoon, I was checking to see if you've received an executed copy of the agreement from "The Standard"? Please let me know. Thanks O Bobbie J. Jenkins Deputy Clerk City of Okeechobee 55 SE 3rd Avenue Okeechobee, FL 34974 Phone: (863) 763-3372 ext. 215 Fax: (863) 763-1686 NOTICE: Florida has a very broad public records law. As a result, any written communication created or received by the City of Okeechobee officials and employees will be available to the public and media, upon request, unless otherwise exempt. Under Florida law, e-mail addresses are public records. If you do not want your e-mail address released in response to a public records request, do not send electronic mail to this office. Instead, contact our office by phone or in writing. 401(a) Proposal For City of Okeechobee r7i i Anders I Anders NMI" MI .Of.okt� [T7heStandjard' Proposal for Retirement Plan Services The team at The Standard appreciates the opportunity to show you how we can make your retirement plan easy by design. The following pages outline the services that The Standard proposes to provide to your plan. For additional information or to discuss next steps, please contact your advisor. Table of Contents Section Page Executive Overview..........................................................2 Recordkeeping and Financial Services ............................3 Plan Administration Services ........................................... 9 Participant Services........................................................17 Plan Consulting Services................................................29 Investment Selection And Management ......................... 34 About The Standard........................................................ 39 Fees ..............................................See Separate Attachment Don Anders Financial Advisor Anders Financial Group 175 Lookout Place Maitland, FL 32751 407.212.2889 don@rpeducator.com !�! Anders Anders .N P,0UP 1 Chris J. Brock, CRPS Retirement Plan Consultant StanCorp Equities, Inc. 4350 W. Cypress Street, Suite 920 Tampa, FL 33607 281.865.6962 chris.brock@standard.com TmeStandard Q The Standard: We Make Managing Your Plan Simple A retirement plan can be a very valuable tool to attract and retain employees. But sponsoring a plan comes with responsibilities that can be challenging for any employer. Let your advisor and the experts at The Standard help you take care of your retirement plan while you take care of business. We will work together to reduce your workload, simplify administration, and help your employees become ready for retirement. Reduce Your Workload The Standard's staff and services will lessen your workload by completing many aspects of plan administration for you. Simplify Administration The Standard's streamlined processes will simplify the remaining administration, reporting and compliance tasks to the point that it can be like adding staff to your human resources team. Help Your Employees Become Ready For Retirement The Standard can help more of your employees arrive at retirement with an income that meets their personal goals, whatever their goals, knowledge and experience may be. Enjoy the recruiting benefits of sponsoring a retirement plan while getting your other work done and sleeping soundly at night. Count on The Standard to provide you with a retirement plan that is easy by design. K t Recordkeeping and Financial Services To successfully serve the needs of your employees and your firm, your plan must be supported by a broad array of recordkeeping and financial services capabilities. Financial transactions have to be completed, records kept for the plan and its participants, and reports prepared in order for the plan to operate. Competency in delivering these services is expected. A misstep or outright failure will be as noticeable as flickering lights or a blackout in your neighborhood. However, the difference between competence and excellence in delivering these services will likely go unnoticed except by the most discerning customers. Just as customers of a utility with a proactive program to prune trees away from power lines and install underground lines will experience more consistent service with fewer power outages, working with an excellent record -keeper can make a meaningful difference in your experience. Effective Service Will Reduce Your Workload If you are seeing this document, it is because your advisor has already weeded through the universe of service providers to ensure that those presented to you can reliably deliver recordkeeping services. Just as electricity runs our homes and businesses, successful recordkeeping and plan administration requires accurate payroll and participant data on a timely basis. Having accurate data at all times minimizes the likelihood of errors and opens the door to providing services that will simplify the lives of both employer and employees. How plan data is managed and used can be a key area of differentiation between record -keepers. Another point of potential differentiation is the extent to which a recordkeeping and financial services partner will operate as an extension of your human resources department. The plan should operate efficiently and there should be opportunities to outsource processes to the record -keeper, allowing your staff to spend less time and money supporting the plan. Guarantees should clarify the expected timelines and quality standards for key processes, as well as how the partner will rectify the situation should it fail to meet those timelines and quality standards. When evaluating different approaches to delivering these services, consider the effect they can have on your workload and the experience of your employees who participate in the plan. You may find the results are very significant, translating into expenditures of considerably more or less of your time and money. 3 cD n O 11 CL X 3 to t Recordkeeping and Financial Services Summary The Standard's recordkeeping and financial services are based on Participant Data Management, a fundamentally different approach to collecting data: 1. We collect data on ALL employees (not just those participating in the plan). We double-check the validity of any data we receive before using it to update plan records or complete financial transactions. 3. We use the employee data in ways that increase the efficiency of the plan. While this may seem like a common-sense approach, it is uncommon among retirement plan record -keepers. The Participant Data Management process is the engine that eliminates most contribution and participant data errors before they can enter The Standard's system. Better data means less time correcting errors or revising data, plus better accuracy and lower costs. Participant Data Management also provides The Standard's account manager with the quality data required to confidently manage administrative tasks on your behalf. For example, it gives us the information required to identify employees as they become eligible to participate and notify them of that milestone. The data is also used to speed processing of distributions and loans, as well as provide real- time updates to vesting calculations. And it will eliminate the work associated with completing a plan census at year-end. This approach results in less work for you, and more timely and accurate service from The Standard for both you and your employees. Who Will Provide Each Service For The Plan? Recordkeeping And Financial Services The Standard Employer Participant recordkeeping X Plan accounting X PlanNet online tools for employer X Participant reports — online reporting tool X Group Annuity platform X Financial transaction processing — deposits, X distributions and loans Certified Trust Statement X Revenue-sharing accounting X 4 S Recordkeeping Services Participant Data Management The Standard's administrative services are based on the Participant Data Management process, a fundamentally different approach to collecting administrative data. The Standard collects data on all employees — even those not participating or eligible — throughout the year. As a result, a plan year-end census is generally unnecessary. We are also able to use this data at any time to prepare personalized communications that will help boost employee awareness of the plan. In the traditional data -collection model, data is not collected on non -participating employees, creating significantly more work for employers at the time of year-end census. The table below compares The Standard's data -collection process to a traditional recordkeeping model. The Standard's.• • Participant Data Management Process Data -Collection Process Collects comprehensive data on all Collects minimal data only on individuals who employees, eligible or not contribute to the plan Uses 80+ tests to validate the data before Uses data as submitted using it Uses data to invest contributions Uses data to invest contributions Uses data to identify newly eligible employees Not applicable and contact them to deliver the news Uses data to identify employees who are Not applicable eligible but not contributing Uses your payroll data file as data source Requires you to create a separate payroll data without modifications in most cases file or manually enter data into the system Changes to information about a participant Changes to information about a participant (e.g., change of address or contribution rate) (e.g., change of address or contribution rate) appear in the payroll file, then automatically are either reported to account manager or are update data in the recordkeeping system entered manually by the employer Calculates exact amount required to fund the May not calculate amount required to fund the contribution associated with the payroll file contribution associated with the payroll file Transfers contributions from your bank account Transfers contributions from your bank account to The Standard with electronic funds transfer to provider with electronic funds transfer Census at year end is not necessary; data Requests a,census at the end of the year to has been collected throughout the year gather data on other employees Requests confirmation that data gathered is Not applicable correct at the end of the year .T t Participant Data Management Benefits Accurate contribution and employee data The employee payroll data you transmit to The Standard will be reviewed in real time against 80 -plus validation rules to identify and correct data errors before they are loaded into our administration system or can affect plan administration. Simple payroll submission Our flexible data -collection process accepts most payroll file formats, eliminating the need for you to alter your payroll files before submission. Automatic updates to participant addresses and other indicative data As your payroll file reflects changes to a participant's mailing address, those changes will automatically be reflected in plan records. Year-end census becomes year-end review Because the data required to do compliance testing and prepare Form 5500 is compiled on your employees throughout the year, you do not need to provide a year-end census of your employees. Instead, we will simply ask you to review that data to confirm it is accurate and can be used for these critical tasks. The Compliance Data Review process will guide you through that review; it automatically flags items that the system identifies as potential errors and allows you to review and correct them instantly. Plan Accounting While much of the accounting for a retirement plan is focused on serving participants, accounting for a plan's financial transactions, cash flows, and expenses represent critical management tools for employer and the advisor. The Standard provides your plan with complete recordkeeping and plan accounting services. Internal controls ensure accuracy as our systems allocate investment earnings to participant accounts and complete thousands of financial transactions on their behalf each business day. Plan accounting is reported in three ways: • PlanNet tool • Participant reports • Financial Activity Report 0 F V PlanNet° Administration Tool The PlanNet tool at www.standard.com provides you with immediate access to information about the plan and participant accounts, including: • Financial information for the plan, including account balances, contribution and distribution details • Performance data for the plan's investment options • Participant account information • Participant statements • Online plan document and summary plan description • Administration reports • Administration guides • Administrative forms • Enrollment materials • Contact information for key personnel at The Standard Secure and password protected, you may limit access to only those individuals you authorize. Participant reports — online reporting tool You can view and download predefined reports containing information about participants to more easily accomplish many of your plan administration duties. Available reports include: • Account Balance • Financial Activity Summary • Compensation, Hours and Contributions • Dates and Eligibility • Distribution Detail • Loan Detail, if applicable These reports can easily be customized to include only the information the user considers pertinent. Reports can be downloaded into Microsoft Excel' or text files to allow further manipulation. You can access particiption reports through the PlanNet and Participant Data Management websites at www.standard.com/emplovers/retirement. Secure and password protected, you may limit access to only those individuals you authorize. Financial Activity Report The Financial Activity Report is posted each quarter on PlanNet for you and other authorized users to view. The quarterly report includes calendar -quarter information, a year-to-date statement and a transaction summary. 7 f Group Annuity Platform The Standard's group annuity platform offers plans access to 190 -plus funds from more than 40 fund families. This platform offers access to a wide range of non-proprietary equity and bond funds, plus a managed account option for employees. Clear and concise fee disclosure, return of revenue sharing to the plan participants, as well as close integration with recordkeeping and administrative services are key features of this platform. Financial Transaction Processing The Standard will facilitate financial transactions on behalf of the plan and its participants. The Standard's service agreement includes guarantees that confirm our commitment to timely and accurate processing of financial transactions, including contributions, distributions and loans. See the Service Guarantee page for additional information. Certified Trust Statement The Standard provides a certified trust statement based on the plan's fiscal year. It certifies that records of plan investments or investment activity are complete and accurate. Revenue -Sharing Accounting The Standard does not retain revenue sharing from mutual funds. If a fund pays revenue sharing to your plan, The Standard will facilitate using it to benefit the plan by crediting those dollars to participant accounts. Plan Administration Services Retirement plans are among the most highly regulated of employee benefits. Complying with the letter and intent of the regulations governing retirement plans can at times appear overwhelming. In addition, employers face the reality that ERISA (Employee Retirement Income Security Act of 1974) identifies certain administrative functions as fiduciary responsibilities, which carry the risk of litigation should a participant take issue with the way those responsibilities have been discharged. Partnership Can Streamline Administration And Communications To help cope with these regulations and minimize their risks, employers turn to firms that specialize in administering plans to provide the following services to their plan: • Account management • Plan document preparation • Plan installation • Vesting calculations • Management of distributions and loans • Preparation of required participant notices • Distribution of required participant notices Successful administration begins during the installation of the plan. The plan's provisions must be accurately documented, each party's role and responsibilities made clear, and the transfer of plan data and assets from the prior provider handled both efficiently and on schedule. Completing these steps will establish the basis for smooth ongoing administration of the plan. Once the transition is complete, successful ongoing plan operations are generally determined by two factors: payroll data and communication. If complete and accurate payroll data is provided to the administrative services firm on a timely basis, administrative and financial transactions for the plan will run smoothly. Inaccurate or incomplete data will virtually guarantee errors and unnecessary expenses. The second factor is good communication between staff at your firm who support the plan, typically the human resources and payroll departments, and the account manager at the administrative services firm. Through regular communication, this team will inevitably find ways to improve the efficiency of plan operations and head off many potential problems before they happen. 9 "D IT Plan Administration Services Summary The Standard provides employers access to a complete selection of administrative services. We will work closely with your advisor and former provider to ensure a smooth, efficient transition to The Standard. Ongoing administrative services will be comprehensive and timely: Our staff will lessen your workload by completing many tasks for you and simplifying the remaining administration, reporting and compliance tasks. Our team will leverage the quality data from our Participant Data Management process to manage tasks on behalf of your plan. While the Participant Data Management process is described in greater detail in the Recordkeeping section, it is the engine that allows The Standard to eliminate most contribution and data -submission errors before they occur. It also allows us to manage distributions and loans, provide real-time vesting calculations, and eliminate the need for a plan census, among other benefits. We back our commitment to reduce your risks associated with the plan by acting as a fiduciary, as described in ERISA 3(16), for completing certain plan administration responsibilities. The Standard's services agreement puts our industry-leading "hold harmless" language in writing: "We agree to indemnify and hold you harmless from and against all claims, actions, obligations, damages, liabilities, penalties and expenses, including reasonable attorney's fees, asserted against you to the extent such claims, actions, obligations, damages, liabilities, penalties and expenses are the direct result of our default of our responsibilities under this Agreement, provided that you notify us promptly of the commencement of such action and cooperate as reasonably necessary in any defense." Generally, The Standard will act as a fiduciary if providing the services marked with an * below and if it holds all plan assets. Please read the entire agreement carefully for a full description of the services, conditions and limitations. Who Will Provide Each Service For The Plan? Plan Administration Duties The Standard Employer Account manager assigned to plan X Relationship manager assigned to plan X Prepare and amend plan document X Calculate vesting X Interact with participants to facilitate X distribution and loan processing Review and approve loans, distributions; X, and hardship withdrawal requests Facilitate distribution of small account X balances to terminated participants Prepare certain participant notices X Distribute certain notices to participants X 10 0 The Standard's Service Team Account Manager Your account manager with The Standard will be your primary point of contact for administrative matters. A seasoned professional with a broad-based knowledge of retirement plans, your account manager will support your team with services that simplify the plan's operations and make accountability clear. In addition to communicating with you regularly, your account manager can consult with The Standard's team of in-house experts to answer your questions or arrange for additional services. Relationship Manager Your relationship manager is The Standard's local representative to your plan. Experienced and knowledgeable, the relationship manager will work with your advisor and you to develop creative service solutions, as well as a smooth transition and enrollment process. Thereafter, they will continue to provide support for the plan, including regular reviews of the plan's operations plus ongoing education and enrollment support. Many of our retirement plan specialists have professional designations from the American Society of Pension Professionals & Actuaries (ASPPA) and the National Institute of Pension Administrators (NIPA). • QKA (Qualified 401(k) Administrator) • QPA (Qualified Pension Administrator) • CPC (Certified Pension Consultant) • APA (Accredited Pension Administrator) The Standard's prototype and volume submitter plan documents offer tremendous plan design flexibility and offer the opportunity to select a retirement plan solution that will achieve your organization's goals. • Money purchase • Profit sharing • Traditional and Roth 401(k) • Traditional and Roth 403(b) • Traditional and Roth governmental 457(b) • Tax-exempt 457(b) • Defined benefit Our in-house legal group will oversee the preparation of the plan document and summary plan description necessary to administer your plan. The legal group can also consult with you on plan design and operational issues, and can prepare amendments to ensure that the plan continues to comply with regulations and meet your business goals. If necessary, we will prepare the materials needed to secure an Internal Revenue Service determination of qualified status and provide assistance with the IRS review of the plan. We may charge an hourly fee for the preparation of this package. 11 411 Plan Installation The Standard's implementation manager will work with your team and the plan's previous service provider to ensure that its transition to The Standard is smooth and timely. Plan records from the prior service provider, including indicative data and historical account data for participants, as well as takeover asset information, must be provided to The Standard in an electronic format. Another key step in the installation process is establishing a regular flow of data and contributions on behalf of the plan. The Standard's implementation manager will work with your payroll team to customize the Participant Data Management process to align with the specifics of your plan, as well as the realities of your firm's day-to-day operations. While Participant Data Management is easy to use, training is available for your staff initially and whenever turnover occurs. Once the process is established, payroll data and contributions are typically submitted in as little as five minutes with one "push of the button." The chart below outlines the events of the first few weeks of a typical new retirement plan. Plan Installation Timeline 12 T 31 ERISA 3(16) Designated Fiduciary The Standard can act as a fiduciary for certain key plan administration responsibilities under ERISA 3(16). Our industry-leading "hold harmless" language is applicable to the following services: Managing the approval process for loans and distributions Approving Qualified Domestic Relations Orders and providing related notices Our service agreement may include additional requirements, conditions, limitations, and/or fees associated with completing these tasks on behalf of your plan. To utilize our 3(16) administrative fiduciary services: 1. The Standard must prepare the plan document. 2. The employer must provide a payroll file containing data all required data for all employees when they submit each contribution using The Standard's Participant Data Management tool. 3. The Standard must perform full administration. Additional requirements may apply; please confer with The Standard's retirement plan consultant. Vesting Calculations The Standard's Participant Data Management process makes it possible to accurately determine vested percentages throughout the year, then report them on account statements and online services. Unlike many other providers, it also means that distributions or loans can be calculated quickly and accurately without requesting additional information from the employer. 13 Management Of Distribution And Loan Requests Participants may initiate distribution and loan requests through Personal Savings Center at www.standard.com/retirement. The service is convenient, minimizes paperwork and speeds processing Once the request is entered into the system, all ensuing communication will be by telephone or secure email between the employee and The Standard's Contact Center. Representatives will be ready to answer questions about the status of approvals and when the check will be mailed. Your firm will decide which of two options will be used to manage distribution requests, including hardship withdrawals, plus loan requests: 1. You may review and approve or deny requests online You may delegate responsibility to review and approve or deny requests to The Standard by using our Manager of Approval Process service If your firm selects The Standard to act as the Manager of Approval Process service, the process will be more efficient and result in significant time savings for you. How? • No loans to approve • No checks to send to participants (if loan is requested online) • No hardship conditions to determine The Standard can also act as the Manager of Approval Process to determine whether the plan can accept rollover contributions from other retirement plans. However, we cannot act as a fiduciary in that scenario. Not all plans may use The Standard's Manager of Approval Process service. Examples include plans with provisions that allow in-service withdrawals from partially vested employer sources or participant loans that must come from specific money sources. Contact your retirement plan consultant regarding requirements. Distributions Personal Savings Center describes the payment options available to terminating or retiring employees plus the option to request a distribution online. If a distribution is requested, it will be reviewed; if approved, tax withholding and reporting will be completed on behalf of the plan, then either a check will be issued and mailed to the employee or an electronic fund transfer will be completed. Loans Participants may use tools in Personal Savings Center to model payments associated with a loan. If a participant requests a loan, The Standard will provide the following loan administration documents to the participant for signature or information, as required, for each loan: • Promissory note • Security agreement • Loan application • Informational disclosure Amortization schedule The Standard will notify you when to begin deducting loan repayments from an employee's paycheck and to stop those deductions when the loan has been fully repaid. 14 Distributing Small Account Balances to Terminated Participants By law, terminated participants with account balances of $5,000 or more may leave their money in the plan until retirement. However, employers are permitted to automatically distribute account balances of less than $5,000 to terminated participants if the plan document allows it. Such a process can be advantageous to the plan, helping to manage costs and avoiding the administrative headaches associated with continuing to track former employees long after their employment has ended. If requested, The Standard can periodically facilitate such distributions on behalf of a plan. The process begins with a letter from The Standard notifying the affected participants of their balance in the plan and outlining the timeline for an involuntary distribution. Many participants will request a distribution or rollover to another plan. The remaining balances will automatically be distributed at the appointed time. Preparation and Distribution of Certain Participant Notices The Standard will prepare the notices listed below as part of its administration services. Most are required notices which must be distributed to participants, while * items are other notices. (However, The Standard cannot provide the annual disclosure of plan fees, fee change notices, or fund change notices to participants utilizing a self-directed brokerage account.) The Standard can also distribute these notices to participants in your plan for an additional fee. Summary plan description X X Summary of material modifications X X Quaarterly participant statement X X Blackout notice (Sarbanes Oxley) X X Enrollment booklet* X X Qualified default investment alternative X X Summary annual report X X Annual disclosure of plan fees X X Fee change notice X X Fund change notice X X Delivery of 404(c) requested information X X Notice of receipt of a qualified domestic X X relations order 15 Service Guarantees We stand behind the quality and timeliness of our retirement plan administration services with service guarantees. If we fail to achieve substantial compliance with our service guarantees, we will waive the applicable fee for the plan or affected participants as appropriate for the period. If the plan does not have an explicit fee for the service, we will credit the customary fee to the client's (or participants') accounts. Services Service Guarantee • Corrective Action Participant statements Postmarked within 15 business days after $500 quarter end, except end -of -year statements (postmarked within 20 business days after quarter end)' Contributions Invested within 2 business days of receipt Retroactively post transaction of all necessary information through our and cover any investment online processz gains or earnings Distributions and Submitted for payment within 5 business Waive applicable transaction loans (if administered days of receipt of complete request through fee and any associated by The Standard) our online loan and distribution too13 overnight fees Plans that hold any assets that are not traded daily through our recordkeeping system are not included in this service standard. 2 Plans that are traded on the Schwab Trust Platform or which contain PCRAs, stock or outside assets are not included in this service standard. ' Both' and 2 are required. In addition, there are some circumstances in which our service guarantees are not applicable. They do not apply: • to the first reporting period for a new or takeover plan or until all plan records and assets have been transferred to The Standard and reconciled, if later • if a natural disaster or other force beyond The Standard's control shuts down our systems or operations for one day or more during the applicable period iV Participant Services Your firm provides a retirement plan as a tool to recruit and retain employees. Surveys consistently report that employees consider a retirement plan to be among the most valuable benefits that an employer can offer. A retirement plan moves every participating employee closer to having an adequate retirement income. Pushing For Better Outcomes For Participants A consensus is emerging that the best way to evaluate a plan's success is its ability to help employees achieve "retirement readiness." There is also a growing understanding that many employees need advice and support from services or automated tools if they are to retire with an adequate retirement income. Some of these solutions include: New types of funds, managed accounts and advisory services help keep participants' investments in line with accepted standards. • Behavioral finance research, which provides insights into employees' motives and behavior, has changed how we communicate with them about preparing for retirement. • Personalization of services creates opportunities to carefully align goals and solutions with the real life choices that each employee must make. A carefully planned communication effort is a key tool to ensure that your firm achieves a strong return on its investment in the plan and the best possible results when launching a new retirement plan or introducing a new service provider to your employees. 17 Participant Services Summary The Standard has a suite of tools that allow your employees to easily enroll in the plan, monitor their account and transact plan business. Other resources are available to help them understand retirement planning, personal finance and investing. Our Contact Center representatives can answer their questions or facilitate transactions. Some employees will use these resources plus their own knowledge and skills to successfully develop, implement and then manage their accounts to become retirement ready. However, history suggests that they will be the exception: Most employees find themselves in foreign territory as they plan for their retirement. Lacking the experience, knowledge or discipline needed to manage what may well be their largest financial asset, they will need help understanding the issues involved in planning and making their decisions. To accommodate varying levels of knowledge and experience among your employees and guide more of them to retirement readiness, The Standard offers them two options for managing their accounts: • Independent: "I'll Do It All Myself" • Guided: "Help Me Do It" The Standard will provide communication support as your plan transitions from its former provider. Our support will not end there: We will also help ensure long-term satisfaction with your retirement plan — and a maximum return for you as the employer — with an effective, ongoing communication plan. Who Will Provide Each Service For The Plan? Administration Duties Standardan The Employer Account statement — by mail or online X Online account management services X Contact Center and account management X services by telephone Account management options: Independent X Guided X Enrollment and education meetings X Online enrollment X Enrollment booklet X Educational materials X 18 Account Statement The Standard's account statements for participants are presented in an attractive and easy -to -read format that reports the following information: • Account balance by fund and money source (i.e., elective deferral, employer match, etc.) • Account balance at the beginning of the quarter • Change in value due to investment performance • Final balance at the end of the quarter • Investment overview to illustrate the current makeup of the participant's portfolio by asset class • Personalized total investment return for the portfolio • Total contributions, distributions and change in value for each investment in which the participant has assets • Fund performance data with performance benchmarks • Loan balance, if applicable Statements include an educational or motivational message chosen by The Standard each quarter. You may replace this message with a plan -specific message chosen from a list we provide or create a message of your own at no charge. Statements can be further customized to incorporate your firm's logo. Statements are mailed directly to participants' homes within 15 business days after the end of the calendar quarter (exception: December 31" statements are postmarked within 20 business days after the end of the quarter). Statements will also be posted to Personal Savings Center each quarter. 19 s P Online And Account Management Services The secure Personal Savings Center online tool will connect participants in your plan to detailed account information and services to manage their account. Available at www.standard.com/retirement, participants can use these resources after logging in: • Enroll in the plan • View their account balances and transaction activity (e.g., contributions, distributions, transfers, etc.) - Pc,;arai • View their account statement _ • View and change their asset allocation ^T,K • View and change their investment directives • View their fund performance data ---- • View their loan balances, if applicable • View the plan overview • Turn "on" or "off' the Automatic Rebalancer, a service that periodically realigns a participant's investments in accordance with current directives • Provide beneficiary designation information if plan offers online enrollment • Roll over funds from another retirement plan, if applicable • Email a Contact Center representative • View educational content • Use interactive calculators to determine how much to save or which portfolio is a good match • Model and request a loan or distribution, if applicable Contact Center The Standard's Contact Center, staffed with representatives who are available to talk with employees, is open: Monday through Friday 8 a.m. to 8 p.m. Eastern Carefully trained and supported by the latest call management technology, representatives will answer questions or handle other administrative matters, such as facilitating: • Investment transfers • Changes in investment directives • Distributions or loans • Rollovers to an IRA or another plan Questions emailed to savings@standard.com will receive a response by the next business day. 20 N Telephone Account Management Services Participants can reach our secure interactive telephone system by calling 800.858.5420. The service offers participants access to a wealth of information, including: • Account balance • Transaction activity (e.g., contributions, distributions, transfers, etc.) Asset allocation • Investment directives • Loan balances, if applicable The system allows participants to: • Change investment directives • Transfer invested assets • Turn "on" or "off' the Automatic Rebalancer • Speak to a participant services representative The system also has a Spanish language option. 21 Account Management Options The goal for most workers is to arrive at retirement with the resources required to provide a secure income for the rest of their life. Achieving that goal requires the discipline to cycle through the simple five- step process shown below throughout their working years. Some employees will use their experience, knowledge and discipline needed to manage this process. Other employees will conclude that they need assistance to understand the issues involved in planning and to make their decisions. The Standard offers employees two options for managing their account: • Independent: "I'll Do It All Myself' • Guided: "Help Me Do It" Each option is described in greater detail on the following pages. When matched with appropriate ongoing commitment from employees, any of these options can help them achieve their retirement readiness goals. Five -Step Retirement Planning Process L ate or Reavings andestment Plan 22 E Independent: "I'll Do It All Myself' Employees in this group are independent and self-assured about creating their own plan for retirement, but are in the minority in most plans. They can: • Set their own retirement income goals ,= � • Determine how much they need to save to reach that goal • Select an investment strategy • Evaluate their progress toward their goal • Manage their savings and investment strategies over time to stay on track toward their goal They want your plan to provide: 1. Quality investment options 2. Tools to monitor their account and plan investments 3. Tools to transact plan business 4. Access to educational resources as needed 5. Access to people if they have questions The services The Standard offers to employees align neatly to support your independent employees. They will appreciate how they can readily monitor their account online or on their statement, as well as how efficiently they can transact plan -related business. Representatives in our Contact Center will answer employees' questions or facilitate transactions. 23 13 Guided: "Help Me Do It" Employees in this group are less confident that they have the knowledge and experience to create their own plan for retirement, especially regarding how they should invest the money in the plan. They nonetheless are willing to take it on. They can: • Set their own retirement income goals • Determine how much they need to save to reach that goal' • Evaluate progress toward their goal • Manage their savings rate over time to stay on track toward their goal They recognize that they will need help to: a • Select an investment strategy • Update their investment strategies over time to stay on track to their goal They want your plan to provide: 1. Access to educational resources 2. Tools to help them make decisions, especially about investments 3. Tools to monitor their account and plan investments 4. Quality investment options 5. Tools to transact plan business 6. Access to people if they have questions Guided Portfolios Guided portfolios can help guide employees to an appropriate investment strategy Each guided portfolio corresponds to a particular level of risk and is built using the investment options offered by your plan. Moderately Moderately Conservative Conservative Moderate Aggressive Aggressive (Score Less than 40) (Score: 41.53) (Score: 54.66) (Score: 67.79) (Score: 60 and above) low3 ■ Cash Equivalents 30% ■ Cash Equivalents 20% ■ Cash Equivalents 10% ■ Cash Equlv&nts 0% ■ Cash Up- Talents 0% ■ Bonds 50% ■ Bonds 40% ■ Bonds 30% ■ Bonds 20% ■ Bonds 0% L9 Cap Stode 13% L9 Cap Stocks 26% L9 Cap Sticks 39% L9 Cap Socks 52% LU Cap Stocks 65% ■ SmMd Cap 4% ■ SmlMk1 Cap 6% ■ Sma d Cap 12% ■ SmlMid Cap 16% ■ Sm/Aid Cap 20% ■ Inrl Stocks 3% ■ Int'I Stocks 6% ■ Inrl Stocks 9% ■ htt'I Stocks 12% ■ Inrl Stocks 15% Less Risk/Less Potential Return Hirlher Risk/Higher Potential Retum International investing involves certain risks, such as currency fluctuations, economic instability and political developments. These risks may be accentuated in emerging markets. Small -company investing involves specific risks not necessarily encountered in large -company investing, such as increased volatility. Funds that invest in bonds are subject to certain risks including interest -rate risk, credit risk and inflation risk. As interest rates rise, the prices of bonds fall. 24 I rg Three -Step Process For Using A Guided Portfolio Employees who want to invest using a guided portfolio should complete this simple, three-step process: 1. Take the Investor Profile Quiz to evaluate their retirement goals, comfort with risk and time until retirement 2. Use quiz results to select one of five guided portfolios 3. Instruct The Standard to invest plan assets and future investments in a specific guided portfolio using Personal Savings Center, the enrollment form or by calling the Contact Center Created by StanCorp Investment Advisers, Inc., the Investor Profile Quiz is a decision-making tool that answers the question "How should I invest my money?" The quiz matches each employee with a guided portfolio that is appropriate for their circumstances by asking the employee to answer questions such as: • What are your retirement goals? • How comfortable are you with risk? • How long will it be until you retire? e. We use the quiz score to identify one of five guided portfolios and help the participant by setting investment directives and transferring assets to be consistent with the chosen guided portfolio. Participants are encouraged to take the quiz annually, then adjust investment portfolios if results have changed. Retirement Planner Many employees need guidance and help with the math associated with determining how much they need to save and how to invest for retirement. The Retirement Planner can help an employee by providing guidance in establishing goals, and then selecting a savings rate and investment strategy that will reach those goals. Available through Personal Savings Center, Retirement Planner provides a retirement readiness "Snapshot" that will reveal either a retirement income shortfall or surplus relative to the employee's goals. Employees can then refine the Snapshot by entering additional information, such as other anticipated sources of retirement income, anticipated changes in contributions and salary or information about a spouse or partner. Retirement Planner will also lead employees through the Investor Profile Quiz, then connect them with a guided portfolio. Armed with this information, employees can move closer to their goals by updating their contribution percentage and investment strategy to align with the guidance provided by the Retirement Planner. 25 Plan Introduction A►nd Initial Enrollment Process Your advisor and The Standard will work with you to develop a communication plan that is appropriate for the needs of your organization and your employees, as well as easy to implement. Each step of the plan's introduction and enrollment process will be structured to provide employees with: An understanding of the plan, their account management options and the other services available to them • An appreciation of the concept that retirement isn't about being rich — it is about being ready • The knowledge necessary to establish realistic savings goals and select investment options appropriate for their needs After completing the communication plan, the plan's participation rate and success in encouraging employees to build a diversified investment portfolio will be the key measures of the plan's success Initial Announcement: The Standard will prepare a memorandum announcing the new plan or changes to the plan that you can provide to employees. The communication will lay the groundwork for service changes, noting key dates and important issues, and will encourage employees to attend an education and enrollment meeting. We will provide additional materials with which you may promote the plan, the importance of saving for retirement and notify employees about upcoming enrollment meetings. Sarbanes-Oxley Blackout Notices The Sarbanes-Oxley Act of 2002 requires plan administrators of ERISA plans to give plan participants and beneficiaries advance notice of any temporary period longer than three consecutive business days during which they will be unable to direct investments, obtain loans or distributions or transfer their plan investments. Notice of this "blackout period" must be given no more than 60 and no less than 30 calendar days before the last day prior to the blackout period on which they can exercise their rights with regard to plan investments or features. The Standard will: • Assist you in determining the beginning and the end dates of the blackout period by contacting the previous service provider and setting a reasonable timetable for the transfer of assets • Prepare a blackout notice with the required information for your use • Prepare an updated notice for you to send to affected participants if the blackout period ends earlier or extends longer than expected • Provide a toll-free number for participants to call to check on the status of the plan's transition • Work with you to provide the required notices if we become aware of other circumstances that may qualify as a blackout period An Enrollment And Education Strategy That Fleets The Needs of The .Plan The Standard complements plan advisors' services to develop an enrollment and education strategy customized for each employer and its employees. The process begins with The Standard's RetireReady Tracker, a plan -level retirement readiness assessment of employees. The results provide advisors and employers with the foundation for strategic discussion about plan features or targeted educational opportunities to encourage employees to enroll and engage in the plan. 26 0 Our recommendation is often to bundle automatic enrollment with an appropriate qualified default investment alternative (QDIA). Another recommendation is to utilize Easy Enrollment to help expedite the enrollment process. We recognize some employers may prefer to have on-site meetings instead of our expedited options, such as our automatic and easy enrollment choices. The Standard can support any enrollment approach to meet the needs of employers and their advisors. Education And Enrollment Education and enrollment focuses on getting employees to answer key questions such as: How much do I need to save? How do I invest? How do I get to where I need to be? The Standard's professionals can meet with groups of employees for 30- to 60 -minute sessions to make a presentation to explain the plan, its investment options, and the services that are available from The Standard. These meetings will help employees set realistic savings goals, select investment options appropriate for their needs, complete the enrollment process and answer questions they may have. We will prepare a customized enrollment booklet for your plan. The booklet will include the following: • Savings and Investment Plan Snapshot • Educational content that promotes participation in the plan Get Real With • Details of the plan's provisions, such as eligibility, vesting and Your Retirement retirement dates • Information about the investment options offered by the plan • A systematic process to determine how to invest one's savings • Savings and investing forms for Mainspring Guided and -- Independent participants • Beneficiary designation and rollover forms • Instructions for using The Standard's Personal Savings Center and interactive telephone system Spanish-language materials are also available. 27 Educational Resources And Decision -Making Tools Online Planning Tools and Calculators The Standard offers a diverse library of online educational tools and resources to help inspire and encourage employee participation and engagement in their retirement plan. In addition to experiencing traditional meetings or receiving printed educational materials, employees can access current, timely information online in video and article formats, as well as a suite of interactive planning calculators online at www.standard.com/retirement. Materials are also available within our participant account management tool, Personal Savings Center. Short, focused topics range from Social Security to women and finances to practical retirement planning tips. Content is updated each month to reflect the latest industry trends and information. In addition, select content from The Standard's Retirement on the Brain seminar series is now available online for employees who desire more in-depth information. The topics available online include: Basics of the Financial Markets, Saving Enough for Tomorrow, and Your Retirement Plan: Don't Pass up the Perks. Retirement On The Brain The Retirement On The Brain seminars were developed by The Standard to provide in-depth financial education that resonates with participants. The seminars use everyday language to address a wide range of retirement, investing and financial planning topics. Each education module includes a brochure and a PowerPoint® presentation, and some include workbooks. 0 0 • Basics of the Financial Markets helps participants understand Wall Street and why so many people invest their retirement contributions in stock funds. • Setting Up a Savings Plan: Moving Toward Financial Strength and its companion workbook can help participants organize their financial lives and find a way to save for retirement too. • Saving Enough for Tomorrow and its companion worksheet can help your employees develop plans to make their retirement dreams come true. • Managing Risk: Step -by -Step Investing for Tomorrow explains basic investing principles in plain English, helping participants overcome the fear of investing by understanding risk. • Moving Toward Retirement focuses on issues commonly faced by people 55 and older, such as estate planning, understanding Social Security and/or state pension plan benefits, identifying other sources of retirement income and finding ways to make their money last. • A Woman's Guide to a Financially Secure Future is designed to help women — who traditionally have longer life spans, historically lower earnings and often delegate retirement planning to others — save enough to live securely in retirement. • Your Retirement Plan: Don't Pass Up the Perks outlines the advantages of your retirement plan to employees and how to make wise savings and investment decisions. C Plan Consulting Services The specialized nature of retirement plans and the highly regulated environment in which they operate suggest that every plan should be supported by an expert consultant. In addition to helping you navigate the regulatory environment, a consultant can help you successfully achieve your business goals for the plan and maximize its benefits to participants. Typically, a consultant is hired to provide the following services to a plan: • Plan design • Regulatory guidance • Ongoing communication and sponsor education • Monitoring operational results • Action Plan Achieving A Successful Plan With Consulting Services A firm generally sponsors a retirement plan because it can be a valuable tool with which to attract and retain employees. As with any investment, it should be managed in a businesslike manner: The plan should operate with clear goals, be supported by a road map to achieve those goals, and have a budget of dollars and staff hours. Appropriate monitoring systems should be in place to confirm that it is delivering the results that are expected. And, of course, it should not introduce undue risk to the firm and must operate in accordance with the law. A consultant can help clarify goals for the plan, then recommend the plan's design and supervise its installation. Once the plan is operating, expect regular communications highlighting issues of importance to your company and the plan, periodic evaluations of the plan's success in meeting your goals, as well as recommendations for enhancements or changes to the plan and its operations. Moi Plan Consulting Services Summary Your advisor will lead The Standard's team in serving your plan. The Standard's relationship manager will work in tandem with your advisor and an account manager who will manage the recordkeeping of your plan. The intention of your team — the advisor plus the people of The Standard — is to help make the goals you have established for the plan a reality. During the transition to The Standard and periodically thereafter, your goals for the plan will be carefully reviewed and discussed. Based on that information, a plan design will be developed, along with key measures of the plan's progress. A review of operational considerations will lead to the best choices for you and your employees. Working behind your advisor, relationship manager and account manager is a large staff of legal professionals who will ensure that your plan is in compliance with legal and regulatory requirements. This group provides legal and technical support, and ensures your plan will respond swiftly to new legal developments as they arise. 30 a Plan Design The Standard's prototype and volume submitter plan documents offer tremendous plan design flexibility and the opportunity to select a retirement plan solution that will achieve your organization's goals. • Money purchase • Profit sharing • Traditional and Roth 401(k) • Traditional and Roth 403(b) • Traditional and Roth governmental 457(b) • Tax-exempt 457(b) • Defined benefit Our in-house legal group will oversee the preparation of the plan document and summary plan description necessary to administer your plan. Determination Letter If necessary, we will prepare the materials needed to secure an Internal Revenue Service determination of "qualified" status and provide assistance with the IRS review of the plan. (We may charge an hourly fee for the preparation of this package.) Ongoing Communication and Sponsor Education The Standard will keep you abreast of changes or issues affecting your retirement plan through regularly scheduled communications, as well as additional messages when events warrant. A quarterly email will be sent to you that indicates information about legislative updates, new services and upcoming administrative events. Monitoring Operational ResultF, The Plan Review is a diagnostic tool intended to help you analyze and understand the inner workings of your plan. Colorful charts and tables make it easy to follow information in the following sections: • Plan Overview • Plan Asset Allocation • Individual Fund Review • Product and Service Review The Plan Review will spotlight positive trends within the plan as well as any areas targeted for improvement. Plan Rovhw Rc c.::,: r ftt- n , sa"N;. TO Action Plan The Action Plan is intended to be a blueprint for increasing the value and effectiveness of your plan. Typically triggered by a review of the operations of your plan, development of the Action Plan is a collaborative process involving you, your advisor and The Standard's service team. The process will generally begin with an assessment of your goals for the plan. Whether your intention is to improve the retirement readiness of your employees, find opportunities to improve the plan and its operations or something else entirely, clarifying your goals is the first step to achieving them. Once your goals have been chosen, your advisor and service team will identify possible tactics and strategies for achieving them. They will then outline an Action Plan that will guide operations of the plan over the course of the year. The Action Plan will serve as the yardstick against which the parties can measure their effectiveness. 32 A Plan Consulting Tool to Measure Employee Retirement Readiness Traditionally, retirement planning success has been measured through participation and deferral rates, account balances and asset allocation. It is now widely recognized that true retirement planning success is measured in terms of an employee's ability to replace enough pre -retirement income to maintain his or her lifestyle in retirement. The Standard offers a plan -level report called RetireReady Tracker to help employers determine how well their workforce is saving for retirement. A key component of the report is the plan's overall RetireReady Tracker score, which estimates the average level of pre -retirement income that eligible employees are currently on track to replace in retirement. The estimate is based on each individual's current age, salary, contribution and retirement savings account balance, as well as future savings contributions and wage growth. The plan -level RetireReady Tracker score is then compared against the industry -recommended income replacement ratio of 75% or more. The report also places employees into three categories of retirement readiness: Warning, Caution and On Track. Results are also broken out by age and compensation ranges. The initial RetireReady Tracker report helps generate a strategic discussion around potential plan design solutions to help improve employee retirement readiness, such as automatic enrollment, automatic escalation, or Mainspring Managed, The Standard's personalized saving and investment plan. The report can also help identify opportunities for streamlined enrollment processes and targeted education. Once implemented, the plan's RetireReady Tracker report will include historical scores, to help measure the effectiveness of these solutions and strategies over time. The visual, easy -to -read reports are prepared internally by The Standard and can be generated annually or by request. ABC Company Retirement Plan RetireReady Tracker Score Our —ploy er- t mpt on averogo. ran ellhM, 40. O/O emplbJees n t on trxk replace 10 , of dep prur "a ment Income versua the mcammentletl 75v. ld nwnmrarwop li s arra—) NNrsaA" 0—k -t Vliz�erl y Ah W N:Opoiadb a.,uvxvsi 50%13 35%13 15%93 Warring Caution On Track 100.npb1_ 7p ripwwo "-.r 2x. ]Oar.tsr.�. Ad X'I w 0.0 -Ma bnvko. so pw.nwwrepw n1.q.eraroeV— wmonsawnte.n rq-2/9. u11Mk wn. 2sx-amw.a Mr w.rvnr.,M y..:mw. �obmxrc loom,. m, . 1rT�pYmro n'.e"•t,r ea�nu aa'. r✓ rcw.. �rarcexo cr�lue r<Iw�M»+a urx rrn�r. �!."v >Ja, merrvrrn wra �r ivq Are Your Employees RetireReady? ABC carnwwaebmrll++mm� Enpgee 1b6amrp t1eA6� t9slorr ry OA,*I,Date,.. W.nk ■ 1p .pryK 111- As o/ <Dp1e> •DS% oe Tma •22 canlm • v xr,wy ■ +aA As of Aate> 27.514 p"T'a°� •1e yppn . M As " <Daro> N.SK p^nxs : t2 c.nwn � 33 1 Apo panpo Or Emgoyeea 1� 9olarr Pupa al emo i" ✓G d �.3%d .»rt M ch�nwr vomvx Investment Selection And Management ERISA mandates that employers ensure that retirement plan investments are: "...selected and monitored with the care, skill, prudence and diligence that a prudent expert would use in such circumstances, and to diversify' investments or provide participants with diversified investment options." These fiduciary responsibilities, which are listed below, are generally either met through the actions of the plan's trustees or by hiring others to provide the following services to the plan: Services to meet obligations as a fiduciary under ERISA section 3(21) • Investment Policy Statement for plan • Fund screening and selection • Ongoing monitoring of the funds conformance with the Investment Policy Statement Services to meet obligations as a fiduciary under ERISA section 3(38) Fund replacement as needed Meeting Fiduciary Responsibilities For Fund Selection, Monitoring And Replacement With Advice As an employer, you minimize fiduciary responsibility for investment choices when you appoint an investment advisor who meets ERISA's definition of a "prudent expert" to select investment options. By making such an appointment, you effectively transfer the responsibility for documenting the selection of investment options and for defending those decisions to the advisor. The fund selection and monitoring process for your retirement plan should be objectively defined and aggressively enforced to ensure that the funds offered are appropriate for your employees. Without an investment process that includes strict fund screening based on quantitative and qualitative analysis — with evaluations of each portfolio for characteristics and consistency of style — your program is at risk for being unable to provide the best options for your participants. You remain responsible for monitoring the investment advisor. In addition, you are responsible for ensuring that participants have sufficient information about the plan's investment options on an ongoing basis and that they can change their selections as frequently as appropriate. 1 Diversification does not ensure a profit or protect against loss in a declining market. 34 7 r- Investment Advisory Services — StanCorp Investment Advisers, Inc. Summary StanCorp Investment Advisers, Inc., a subsidiary of StanCorp Financial Group, Inc., is a registered investment advisor that can provide advisory services to employers. If you elect to sign an advisory agreement with the firm, a representative of StanCorp Investment Advisers can assist you with: • Investment Policy Statement for the plan — 3(21) investment fiduciary • Fund screening and selection — 3(21) investment fiduciary • Discretionary fund replacement — 3(38) investment management fiduciary • Quarterly Monitoring Report — 3(21) investment fiduciary The investment advisory agreement acknowledges fiduciary responsibility under ERISA 3(21) for advice the firm's representatives provide you in selecting and monitoring a menu of investment options. It also acknowledges fiduciary responsibility under ERISA 3(38) for both deciding when to replace a fund and selecting a replacement. The agreement puts our industry-leading hold harmless language in writing. (StanCorp Investment Advisers will not be a fiduciary for a self-directed brokerage account, if offered.) With support from StanCorp Investment Advisers, your employees will have access to investment options with adequate opportunities to diversify and manage their tolerance for risk. You will enjoy the peace of mind that comes with knowing that you are meeting your fiduciary responsibilities for plan investments. Who Will Provide Each Service For The Plan? Create Investment Policy Statement X Recommend funds to be used by plan X Select funds for plan X Monitor funds for continued compliance with X Investment Policy Statement Report fund monitoring to sponsor X Perform 3(21) fiduciary role X Who Will Provide Each Service For The Plan? Determine when it is necessary toI X replace a fund used by the plan Recommend funds to be used by plan I X Select replacement fund(s) for plan X Perform 3(38) fiduciary role X 35 The Experienced Team of StanCorp Investment Advisers Investment advisory services are a team effort at StanCorp Investment Advisers. Our advisory professionals will work closely with your advisor, using their combined experience, knowledge, integrity, and broad-based knowledge of retirement plans on behalf of your plan. Advisory team — total staff members 1 16 Mutual Fund research team 1 6 Credit research ream 1 3 Equity research team Client relations I 6 Average experience 1 15 years Certified Finance Analyst (CFA) 1 5 Master of Business Administration (MBA) The mutual fund team is armed with an array of research and analytical tools. They also are able to leverage the more than $15 billion in assets invested through The Standard to gain ready access to fund managers when questions or concerns arise. Assigned by asset class, the researchers review the entire mutual fund universe on an ongoing basis, then prepare detailed fund analyses, reports and other analytical works. They primarily provide research support to the Investment Committee, but may also be asked to do specialized research on behalf of the client relations team. The Investment Committee is composed of nine members who develop and approve the processes StanCorp Investment Advisers uses in its advisory practice. Clients will see the results of these processes each quarter as the Investment Committee completes a formal review of the research and recommendations made by the researchers. The Investment Committee ultimately makes broad-based operational decisions and recommendations that may impact plans that use any of the firm's investment advisory services. 36 i J' Investment Policy Statement The first step toward implementing an institutional -quality investment screening process is development of an Investment Policy Statement for your plan. This document spells out the procedures that will be used to select, monitor and replace funds as needed over time. Documenting this process and your compliance with these procedures is a key fiduciary responsibility. A representative of StanCorp Investment Advisers can assist you in developing this important document. If your plan's Investment Policy Statement is aligned with the core values of StanCorp Investment Advisers, implementation and documentation of your decisions can be accomplished in very easily. Fund Screening And Selection The research team at StanCorp Investment Advisers follows a strict quantitative and qualitative process to evaluate the universe of mutual funds before selecting a list of funds that are suitable as investment options for retirement plans and their participants. Quality funds rise to the top as we apply our rigorous selection methodology. c M c � Q a Select Menu of Quality 44, tV u AW d K r ii- a 7 gt 1 w. �y �` Investment Solutions Reviews Track Record Manager Tenure Consistent Performance Minimum Assets/Expenses Ratings/Risk This process delivers diversified investment options that help you meet your fiduciary responsibilities and will help participants achieve their investment goals by providing adequate opportunities to diversify and manage their tolerance for risk. If a participant fails to provide investment instructions to the employer, the plan must determine how those funds will be invested. Under the Pension Protection Act of 2006, a safe harbor allows employers to invest participant assets in qualified default investment alternatives (QDIAs) in the absence of investment direction. As a registered investment advisor, StanCorp Investment Advisers can provide a QDIA for the plan, whether it be a single balanced fund, a family of target date funds2 or our Mainspring Managed pre- mixed portfolios. 2 Target date funds and lifecycle funds share the risks associated with the types of securities held by each of the underlying funds in which they invest. The principal value of target date funds and lifecycle funds is not guaranteed at any time, including at the target date. Their objectives and investment strategies change over time, generally becoming more conservative as the investor nears retirement. The target date is the approximate date when investors may begin withdrawing from the fund. 37 ,�, 2 4 Fund Replacement The research team at StanCorp Investment Advisers continually monitors funds for adherence to fund monitoring criteria of the Investment Policy Statement. When a fund is not meeting the fund monitoring criteria, StanCorp Investment Advisers will notify you that the fund's removal is recommended. That notification will also identify a recommended replacement fund, as well as a timeline for implementing the change and a notice that you can share with your employees. Assuming that you approve of the fund's removal from your plan's lineup and the recommended replacement, we will remove the fund and move money into the replacement fund. 38 i Quarterly Monitoring Report Each quarter employers will receive a customized report by email that monitors current investment options in the plan and substantiates that the plan offers diverse investment options. The report includes the following elements: Commentary on the market • Returns of indices and category averages • An examination of performance relative to peers by asset class • List of funds that are failing the primary monitoring criteria • Identification of funds that may be placed on the watch list About The Standard Aloyn�tMainBReFbtt .o.. Quarterly Monitoring Report The Standard refers to the companies of StanCorp Financial Group (NYSE: SFG), a leading provider of financial products and services. Founded in 1906, The Standard serves customers nationwide through its wholly owned subsidiaries — Standard Insurance Company, The Standard Life Insurance Company of New York, Standard Retirement Services, Inc., StanCorp Mortgage Investors, Inc., StanCorp Investment Advisers, Inc., StanCorp Real Estate, Inc. and StanCorp Equities, Inc. Customers will recognize The Standard's commitment to customer service and financial strength in products and services that include: • Group and individual disability insurance • Group life insurance • Accidental Death & Disability insurance • Dental insurance • Retirement plans • Individual annuities Investment advice The Standard's headquarters is located in Portland, Oregon. The company also has sales and service offices in more than 60 cities across the United States. StanCorp Financial Group, Inc. is included in the Fortune 1000 and Forbes 500. Visit www.standard.com for more information about The Standard. 39 S �D N �i CL 0 1 CL The Standard's Portland facilities include (from left) the Plaza, the Public Service Building, the Center and the Tanasbourne Building at Sunset Center. 40 ,. W 4.� Retirement Plans At The Standard For more than 80 years, The Standard has designed, installed, administered and provided investment options for retirement plans. Clients include a wide range of corporations, governmental agencies and nonprofit organizations. This experience has given The Standard the tools to develop solutions suited to the needs of both employers and participants. Service Centers Today, The Standard's account managers serve defined contribution plans from two operational centers: Portland, Oregon — Pacific, Mountain and Central time zones Cincinnati, Ohio — Eastern and Central time zones Each service center maintains a support staff of retirement plan professionals, including: • ERISA attorneys • Plan administration specialists • Compliance specialists Data collection specialists Services for defined benefit plans are also available. Contact Center Employees are served from the Contact Center and Advisory Service Center located in Portland, Oregon. Both are open weekdays from 8 a.m. Eastern to 8 p.m. Eastern/5 a.m. Pacific to 5 p.m. Pacific. Operations Centers Plus Local Sales And Service Offices Area served by Portland. OR . Area served by Cincinnati. OH N Operations Center and • Sales and Service Office Operations Center Operations Center Sates and Service Office a Seattle N Mand a Wakret Creek a Los Angeles • Orange • Denver • AU 41 Employers and plan participants should carefully consider the investment objectives, risks, charges and expenses of the investment options offered under the retirement plan before investing. The prospectuses for the individual mutual funds and each available investment option in the group annuity contain this and other important information. Prospectuses may be obtained by calling 877.805.1127. Please read the prospectus carefully before investing. Investments are subject to market risk and fluctuate in value. This material is intended for prospective clients only. Please read the services agreements carefully for a full description of our services, conditions, limitations and commitments. The Standard is the marketing name for StanCorp Financial Group, Inc. and its subsidiaries. StanCorp Equities, Inc., member FINRA, distributes group annuity contracts issued by Standard Insurance Company and may provide other brokerage services. Third -party administrative services are provided by Standard Retirement Services, Inc. Investment advisory services are provided by StanCorp Investment Advisers, Inc., a registered investment advisor. StanCorp Equities, Inc., Standard Insurance Company, Standard Retirement Services, Inc., and StanCorp Investment Advisers, Inc. are subsidiaries of StanCorp Financial Group, Inc. and all are Oregon corporations. StanCorp Equities, Inc. 1100 SW Sixth Avenue Portland, OR 97204 www.standard.com Bobbie Jenkins From: Bobbie Jenkins Sent: Friday, July 22, 2016 4:19 PM To: Marcos Montes De Oca; India Riedel Cc: Lane Gamiotea; Robin Brock Subject: Adopted Resolutions 2016-04 (Bencor) Attachments: 2016-04 Personnel Policies.pdf Good Afternoon, Attached is adopted Resolution No. 2016-04. Please print for your records. Also, please forward the original executed contract to our office when received. Thanks and have a great weekend! Bobbie J. Jenkins Deputy Clerk City of Okeechobee 55 SE 3`d Avenue Okeechobee,FL 34974 Phone: (863) 763-3372 ext. 215 Fax: (863) 763-1686 NOTICE: Florida has a very broad public records law. As a result, any written communication created or received by the City of Okeechobee officials and employees will be available to the public and media, upon request, unless otherwise exempt. Under Florida law, e-mail addresses are public records. If you do not want your e-mail address released in response to a public records request, do not send electronic mail to this office. Instead, contact our office by phone or in writing.