1 Summary Plan Description Background The COUNTRY/IAA 401(k) Plan, (the Plan or the 401(k) Plan) is a defined contribution plan that provides retirement benefits. The Employee Retirement Income Security Act of 1974 (ERISA) requires that you be given a Summary Plan Description of the Plan. This serves as that document. Any questions about your benefits under the 401(k) Plan should be directed to your Human Resources representative. If there is ever any conflict about what is described in this material and the language of the Plan, the provisions of the Plan will prevail. Plan Information The Plan Administrator for the 401(k) Plan is the COUNTRY/IAA 401(k) Plan Administrative Committee (Committee). The Plan Administrator has the discretionary authority to interpret and apply the Plan s provisions in its sole discretion. The Plan Administrator has the discretionary authority to interpret the Plan in order to make eligibility and benefit determinations as it may determine in its sole discretion. The Plan Administrator also has the discretionary authority to make factual determinations as to whether any individual is entitled to receive benefits under the Plan. Listed below are all of the Participating Employers in the 401(k) Plan. Correspondence to any employer or the Committee may be sent to: Corporate Human Resources P.O. Box 2020 Bloomington, IL Phone: 309/ Employer Identification Number CC Services, Inc Illinois Agricultural Association Illinois Agricultural Auditing Association A copy of the Plan is on file in the home office of CC Services, Inc. (Company). It is available to any employee at any reasonable time. A copy of the Plan may be obtained by contacting COUNTRY Financial, Corporate Human Resources, P.O. Box 2020, Bloomington, IL There will be a charge to cover copying costs. The Agent for Service of Legal Process for each employer is the COUNTRY/IAA 401(k) Plan Administrative Committee or COUNTRY Trust Bank. The Plan Year 1
2 ends on December 31. The Plan number assigned to the Plan by each employer is 002. The Plan Sponsor is CC Services, Inc. The Plan is a 401(k) Profit Sharing Plan and is funded through a Trust Fund with COUNTRY Trust Bank serving as the Trustee. COUNTRY Trust Bank is located at 1705 N. Towanda Avenue, Bloomington, IL (309/ ). Service of legal process may be made upon the plan trustee or the Committee. Eligibility You are eligible for the Plan if you are either a regular full-time employee, a regular part-time employee or a seasonal employee hired to adjust crop claims. You may begin participating in the Plan immediately following employment. A temporary employee is eligible upon attaining age 21 and completing one year of service in which he works at least 1,000 hours. Employees designated as Employee Agents (or Employee Financial Representatives) are not eligible for the 401(k) Plan. Normal Retirement Date Your Normal Retirement Date is the date on which you attain the age of sixty-five (65). Enrollment If you wish to enroll and begin making contributions to the Plan, you must access the COUNTRY Trust Benefits Line at , or the Plan Access website at Your initial password is the last four digits of your social security number. You will be prompted to choose a permanent 4-digit password. Auto Enrollment If you are a new participant in the Plan on or after January 1, 2009, you will automatically be enrolled in the 401(k) Plan approximately 60 days following your hire date. If you were a participant in the Plan on December 31, 2008, and (a) you do not have an election in place on October 1, 2010 and (b) you do not opt out of auto enrollment as of October 1, 2010, you will automatically be enrolled in the Plan effective not earlier than the first payroll period after October 1, If you are subject to auto enrollment, your initial contribution rate will be 2 percent of your salary, and your contributions will be invested in the target retirement fund appropriate for your age, assuming an age 65 target retirement date. You also have the option of enrolling voluntarily at any time at any rate from 2 percent up to 40 percent. Automatic Escalation If you are making automatic contributions at the end of any plan year, effective the first day of the first payroll period in April of the subsequent plan year your contribution rate will be increased by 1 percent until your contribution 2
3 rate reaches 6 percent. This automatic escalation only applies if you have not made, changed or revoked your election after being automatically enrolled. Opt-Out Process If you do not want to be automatically enrolled in the 401(k) Plan, you must call the COUNTRY Trust Benefits Line at or go to the Plan Access website before the 60-day deadline and follow the opt out procedures. Your Contributions You may contribute from 2% to 40% (in 1% increments) of your earnings on a pretax basis to the Plan. These contributions are called Employer Compensation Reduction Contributions since you elect to reduce the taxable income you receive and instead have this amount contributed to the Plan. These contributions are not taxed when contributed. The Plan Administrator may prospectively change these limits at any time, and may further limit contributions of highly-compensated employees. Your annual contribution cannot exceed the maximum amount set by the Internal Revenue Service each year. (The maximum contribution allowed by the IRS in 2010 is $16,500. This amount is adjusted periodically.) Eligible employees age 50 and older by the end of a Plan Year may also make catch-up contributions to the Plan. (The maximum catch-up contribution allowed by the IRS in 2010 is $5,500. This amount is adjusted periodically.) These contributions are not eligible for the employer matching contribution. All 401(k) contributions (except Rollover Contributions) must be made via payroll deduction. Company Matching Contributions For every dollar you contribute to your 401(k) account (excluding catch-up contributions), your employer makes a matching contribution of $.50 up to a maximum match of 3 percent of pay. For Farm Bureau Managers who are Special Class Employees under the Plan, the employer makes a matching contribution of $.50 for every dollar contributed up to a maximum match of 3 percent of pay or $1,200, whichever is greater. The matching contribution will be credited to your account each pay period, based on your contributions and earnings for that pay period. If it is determined that an additional matching contribution is necessary based on final contributions and earnings, a make-up match will be paid after the end of the Plan year. You must be an active employee on the last working day of the year to receive a make-up match. (Exceptions are made for those who retire, become disabled or die.) 3
4 Rollover Contributions Distributions of pre-tax money from another qualified employer plan are eligible for rollover directly to the 401(k) Plan. Your Human Resources representative can help you initiate this process. Investment Choices You will be able to direct the investment of your accounts. You have a choice of several investment options. Each option offers different investment objectives, risk and earnings potential. Your choices are described in detail on the Plan Access website. Performance history and fund information will be provided when you become eligible for the Plan, and is also available from Human Resources. Before you begin participating in the Plan, you must choose the fund or funds in which your contributions to the Plan will be invested. This choice must be made using the COUNTRY Trust Benefits Line at or the Plan Access website. If you do not have an investment election in place, your account will be invested in the target retirement fund appropriate for your age, assuming an age 65 target retirement date. This Plan is intended to comply with Section 404(c) of ERISA. This means that if the Plan permits you to exercise independent control over the assets in your account, then the fiduciaries of the Plan, including the Trustees, the Plan Administrator and the Employer, are relieved of liability for any losses resulting from your exercise of such control. Valuing Your Account Your account will be valued daily, based on the daily net asset value of each fund. Vesting The term "vested" defines that portion of your 401(k) account that cannot be forfeited. In this Plan, you are fully vested in all of your account balances at all times. Election Changes You may change your rate of contribution or how your money is invested at any time (some funds may have trade restrictions). You may suspend your contributions at any time. You must use the COUNTRY Trust Benefits Line at or the Plan Access website to make these changes. Loans You may borrow up to 50 percent of your account balance as of the date the loan check is requested. The maximum you may borrow is the lesser of 50 percent of 4
5 your account balance, or $50,000 less your highest outstanding loan balance in the past 12 months. The minimum loan amount is $1,000. The interest rate is set monthly and remains in effect for the length of the loan. There is a $50 processing fee for taking out a loan. This is deducted from your account balance. All loans must be repaid through payroll deduction. Loans for the purchase of a home must be repaid within ten years. All other loans must be repaid within five years. Interest paid on your loan is paid back to your account and is allocated among the funds in the same manner as your contributions. Loans may be initiated using the COUNTRY Trust Benefits Line at or the Plan Access website. You may have only one outstanding loan from your 401(k) account at any time. You may pay off your loan early by paying the entire outstanding loan balance. Partial prepayment cannot be accepted. Loan payoffs may be initiated via the Plan Access website. If you terminate your employment before your loan is repaid, the unpaid balance is treated as a distribution from your account and is subject to federal and state income taxes, and a 10 percent excise tax if not repaid within 60 days of your termination date. (The 10 percent excise tax will be waived if you are age 55 or older.) Hardship Withdrawals Hardship withdrawals are available for severe financial emergencies that cannot be met by other financial resources. Proof that other resources are not available and proof of expenses will be required. Generally hardship withdrawals are available only for medical expenses, tuition payments, purchase of a principal residence, burial or funeral expenses, to prevent eviction or foreclosure of mortgage on your principal residence, or to repair unforeseen damage to your principal residence that would qualify for the casualty deduction under Internal Revenue Code Section 165. An early withdrawal penalty (if under age 59½) and ordinary income taxes on the money withdrawn will apply. Your contributions must be suspended for 6 months following a hardship withdrawal. The distribution may not exceed the amount of the immediate and heavy financial need and will not be made unless you have obtained all non-hardship distributions and non-taxable loans available to you under any of the Employer's plans. The amount needed must not be available from other resources. Withdrawals At or After Age 59 1/2 If you have attained age 59 1/2, you may request a withdrawal of your entire account balance or you may elect a partial withdrawal (up to four per year, minimum of $1,000 each). If you are taking a lump sum payment, you can process your request by calling the COUNTRY Trust Benefits Line at or on the Plan Access website. If you would like to roll over your balance to another qualified plan, you can 5
6 process your request on the Plan Access website. You may still continue to participate in the Plan. Withdrawals of Rollover Contributions If you roll money into the Plan from another qualified plan, you may request a withdrawal of your rollover contributions in a lump sum or you may elect a partial withdrawal (up to 4 per year, minimum of $1,000 each). If you are taking a lump sum payment, you can process your request by calling the COUNTRY Trust Benefits Line at or on the Plan Access website. If you would like to roll over your balance to another qualified plan, you can process your request on the Plan Access website. You may still continue to participate in the Plan. Retirement, Termination of Employment, Disability If your account balance is $1,000 or less, you must take a distribution of your account within 60 days after you leave the organization. You may take a lump sum distribution or roll your account to another qualified plan or individual retirement account. If your account balance exceeds $1,000, and you retire, become disabled or have a termination of employment for any reason other than death, you may defer the distribution of your account. You can choose to have your benefits paid to you in one lump sum at the time of your request or you may request a partial distribution and your remaining balance will stay in the Plan. A maximum of four partial distributions can be requested in a calendar year (each one must be for a minimum of $1,000). Your entire account balance must be distributed no later than April 1 of the calendar year following the later of (a) the calendar year in which you attain age 70 1/2 or (b) the calendar year in which you retire. Death On your death, your benefits will be paid in the form of one lump sum to your surviving spouse or designated beneficiary if your account balance does not exceed $1,000. Your surviving spouse or designated beneficiary may elect to defer receipt of the account balance if the balance exceeds $1,000, but the entire balance must be distributed no later than December 31 of the year following the year of your death. If the balance exceeds $1,000, your surviving spouse or designated beneficiary may elect distribution in one lump sum or a partial distribution and the remaining balance will stay in the Plan. A maximum of four partial distributions can be requested in a calendar year (each one must be for a minimum of $1,000). Participant Statement You will receive quarterly statements that summarize the activity in your account. These statements will be mailed to your home unless you elect to receive electronic statements. 6
7 Naming a Beneficiary When you enroll in the 401(k) Plan, you will be asked to name a beneficiary. If you are married, your beneficiary will be your surviving spouse unless he or she consents to your designation of another specified beneficiary. This consent must be made by your spouse in writing on such form as provided by the Committee prior to the date of your death and must acknowledge the effect of your election to pay the alternative beneficiary. In addition, the consent must be witnessed by a notary public. If you are not married or if your surviving spouse has consented to an alternative beneficiary designation as described above, you have the right to designate in writing one or more different beneficiaries to receive your benefits. Successive designations with spousal consent may be made, but the last one received by the Committee is the one which will be effective and will revoke all prior designations. You have the right to revoke the designation of any beneficiary (other than your spouse) without the consent of the beneficiary. If you fail to designate a beneficiary, if such designation for any reason is illegal or ineffective, or if no beneficiary survives you, your benefits will be paid in the following order of precedence to your: 1. surviving spouse; 2. lawful descendants including adopted children; 3. parents in equal shares (if only one parent survives you, the surviving parent); 4. lawful descendants of your parents; 5. estate. Beneficiary information will appear on the Plan Access website. Claims for Benefits Under The Plan You may submit a written claim for benefits to the Committee on a form permitted by the Committee. Claims will be acted upon by the Committee within 90 days after receipt of the claim, unless the Committee needs more time (up to an additional 90 days) to process the claim. You will be notified in writing whether your claim is approved or denied, in whole or in part. If your claim is denied, the notice will contain the reasons for the denial, including references to Plan provisions upon which the denial is based. The Committee will inform you if any additional information is required for approval of your claim and advise you how to obtain a review of the decision denying your claim. In general, if your claim for benefits has been denied, you have the right to a review of the decision by filing a written request for review with the Committee within 60 days after your claim has been denied. The request for a review should contain a complete statement of any reasons or evidence upon which you rely in support of your claim for benefits. You, or your representative, will have the opportunity to 7
8 review documents pertaining to the denial of benefits. Ordinarily, the Committee will advise you of its decision on review and the reasons for its decision within 60 days after you have requested a review, unless more time (up to an additional 60 days) is needed. If you fail to request a review in accordance with the above procedures, you will have no right to review, and you will have no right to bring an action in any court. Qualified Domestic Relations Order Assignment of Benefits Your benefits under this Plan may not be assigned or encumbered by you. This means, for example, that you may not use your projected future benefits as security for a loan. This statement also applies to the creation, assignment, or recognition of a right to any of your benefits pursuant to a domestic relations order, unless the order is determined to be a qualified domestic relations order. The Committee will determine whether a domestic relations order follows the form and contains the information necessary for the order to be considered a qualified domestic relations order. If the order meets those requirements, the committee will comply with the order. Amendment and Termination The Company has the right to amend the Plan at any time by resolution of its Board of Directors. Anyone claiming an interest under the Plan will be bound by the amendment. However, no amendment will reduce the vested interest of any participant, cause discrimination in favor of highly compensated employees, or cause any part of the Trust fund to be used for purposes other than for the exclusive benefit of all Participants and their beneficiaries. Although the Company and your Employer expect the Plan to be permanent, future conditions affecting the Company or your Employer cannot be anticipated. Therefore, the Company has reserved the right to terminate the Plan by resolution of its Board of Directors. In addition, your Employer may withdraw from the Plan by resolution of its Board of Directors. Upon the Plan termination, all interests of Participants will remain fully vested and nonforfeitable. The value of the Trust and the shares of all Participants and beneficiaries will be determined as of the effective date of the termination and distributed as provided in the Plan. Plan Termination Insurance Certain types of retirement plans which are not fully funded are required to be insured against underfunding. Because the Plan is fully funded, the Plan is not subject to plan termination insurance with the Pension Benefit Guaranty Corporation. No Guarantee Neither the Trustee, the Committee, your Employer, nor the Company in any way guarantees the Trust from loss. Nor do they guarantee the payment of any benefits which may become due to any person from the Trust. Nothing in the Plan will be deemed to give any Participant, former Participant, or beneficiary an interest in any 8
9 specific part of the Trust or any other interest except the right to receive benefits out of the Trust in accordance with the provisions of the Plan and Trust. Duty to Furnish Information and Documents You and your beneficiary must furnish to the Committee and the Trustee such information as the Committee considers necessary for the purpose of administering the Plan. All parties to, or claiming any interest under, the Plan must perform any and all acts, and execute any and all documents and papers necessary in carrying out the Plan, specifically keeping the Committee informed of your current address and the current addresses of your beneficiary or beneficiaries. ERISA Rights As a participant in this Plan, you are entitled to certain rights and protections under the Employee Retirement Income Security Act of 1974 (ERISA). ERISA provides that all Plan Participants shall be entitled to the following: Receive Information About Your Plan and Benefits You are entitled to examine, without charge, at the Committee's office and at other specified locations, all documents governing the Plan, including a copy of the latest annual report (Form 5500 Series) filed by the Plan with the U.S. Department of Labor and available at the Public Disclosure Room of the Employee Benefits Security Administration. You have the right to obtain, upon written request to the Committee, copies of all documents governing the operation of the Plan, including copies of the latest annual report (Form 5500 Series) and updated summary plan description. The Committee may make a reasonable charge for the copies. You are entitled to receive a summary of the Plan's annual financial report. The Committee is required by law to furnish each Participant with a copy of this summary annual report. You have the right to obtain a statement telling you as a Participant the value of your accounts. This statement must be requested in writing and is not required to be given more than every three (3) months. The Plan must provide the statement free of charge. Prudent Actions by Plan Fiduciaries In addition to creating rights for Plan Participants, ERISA imposes duties upon the people who are responsible for the operation of the employee benefit plan. The people who operate the Plan, called "fiduciaries" of the Plan, have a duty to do so prudently and in the interest of plan participants and beneficiaries. No one, including your Employer, may fire or otherwise discriminate against you in any way to prevent you from obtaining a pension benefit or exercising your rights under ERISA. 9
10 Enforce Your Rights If your claim for a benefit is denied or ignored, in whole or in part, you have the right to know why this was done, to obtain copies of documents relating to the decision without charge, and to appeal any denial, all within certain time schedules. Under ERISA, there are steps you can take to enforce the above rights. For instance, if you request a copy of Plan documents or the latest annual report from the Plan and do not receive them within 30 days, you may file suit in a Federal court. In such a case, the court may require the Committee to provide the materials and pay you up to $110 a day until you receive the materials, unless the materials were not sent because of reasons beyond the control of the Committee. If you have a claim for benefits which is denied or ignored, in whole or in part, you may file suit in a state or Federal court. In addition, if you disagree with the Plan s decision or lack thereof concerning the qualified status of a domestic relations order or a medical child support order, you may file suit in Federal court. If it should happen that the Plan fiduciaries misuse the Plan s money, or if you are discriminated against for asserting your rights, you may seek assistance from the U.S. Department of Labor, or you may file suit in a Federal court. The court will decide who should pay court costs and legal fees. If you are successful, the court may order the person you have sued to pay these costs and fees. If you lose, the court may order you to pay these costs and fees, for example, if it finds your claim is frivolous. Assistance with Your Questions If you have any questions about your plan, you should contact the Committee. If you have any questions about this statement or about your rights under ERISA, or if you need assistance in obtaining documents from the Committee, you should contact the nearest office of the Employee Benefits Security Administration, U.S. Department of Labor, listed in your telephone directory or the Division of Technical Assistance and Inquires, Employee Benefits Security Administration, U.S. Department of Labor, 200 Constitution Avenue N.W., Washington, D.C You may also obtain certain publications about your rights and responsibilities under ERISA by calling the publications hotline of the Employee Benefits Security Administration. July
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