SUMMARY OF SBC HOLDINGS, INC. SALARIED EMPLOYEES' PENSION PLAN

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1 SUMMARY OF SBC HOLDINGS, INC. SALARIED EMPLOYEES' PENSION PLAN For Former Employees of G. Heileman Brewing Company, Inc.

2 TABLE OF CONTENTS PARTICIPATION BEFORE JULY 1, PARTICIPATION AFTER JULY 1, IMPORTANT DEFINITIONS... 2 Benefit Service... 2 Vesting Service... 3 Average Monthly Compensation... 3 Compensation... 4 Social Security Covered Compensation... 4 Normal Retirement Date... 4 HOW THE PLAN WORKS... 4 Normal Retirement Benefits... 4 How Normal Retirement Benefits are Calculated... 4 Early Retirement Benefits... 5 Minimum Benefit... 7 Disability Benefits... 7 Deferred Vested Retirement Benefits... 7 How Benefits Are Paid... 8 PAYMENT METHODS... 9 Normal Forms of Payment... 9 IF YOU DIE BEFORE YOU RETIRE IF YOU RETURN TO WORK AFTER RETIREMENT OTHER FACTORS AFFECTING BENEFITS Change of Address Information Cost and Administration Government Insurance for the Plan Maximum Benefits Nonalienation of Benefits - QDROs Payments in Case of Incompetency Method of Administration Amendment and Termination Interpretation of Plan YOUR RIGHTS ERISA Rights and Obligations Claims Procedure Plan Year i

3 ADDITIONAL INFORMATION Sponsoring Employers and Addresses Administrative Committee Administrator Agent for Service of Process Plan Number ii

4 SUMMARY OF SBC HOLDINGS, INC. SALARIED EMPLOYEES' PENSION PLAN For Former Employees of G. Heileman Brewing Company, Inc. G. Heileman Brewing Company, Inc. ( Heileman ) originally adopted The Heileman Salaried Employees' Pension Plan (the "Heileman Plan"), effective January 1, Effective July 1, 1996, no further participants were allowed in the Heileman Plan, participants' accrued benefits were frozen, and the accrued benefits of participants who were actively employed by Heileman on June 30, 1996 became 100% vested and nonforfeitable. Effective December 31, 1996, the Heileman Plan was merged into the SBC Holdings, Inc. Salaried Employees' Pension Plan (the "Plan"), formerly The Stroh Brewery Company Salaried Employees' Pension Plan. This Summary Plan Description describes the Plan as it applies to former participants of the Heileman Plan. This is only a summary of the Plan, and it is not intended to describe every possible situation that could occur. In case of a conflict between the Plan and this summary, or if a situation arises not directly covered by this summary, the terms of the Plan will govern. This summary describes the Plan in effect as of January 1, A copy of the current Plan is available for your inspection from the Administrator. PARTICIPATION BEFORE JULY 1, 1996 If you were an eligible employee, you automatically became a participant in the Heileman Plan on the first day of the month after you completed all of the following requirements: You were regularly employed as a salaried employee or as an hourly employee in a collective bargaining unit which provided for your coverage in the Heileman Plan; You were not an active participant under any other qualified defined benefit pension plan to which the G. Heileman Brewing Company, Inc. or any of its affiliates was making contributions; You were not in a group which is subject to a collective bargaining agreement, unless such agreement specifically provided that persons in that bargaining unit were covered by the Heileman Plan; and You had completed at least one year of Vesting Service with G. Heileman Brewing Company, Inc. 1

5 PARTICIPATION AFTER JULY 1, 1996 No employee shall become a participant in the Heileman Plan or in this Plan after June 30, IMPORTANT DEFINITIONS Benefit Service. Benefit Service is used to determine the amount of your benefit under the Plan. Periods Before January 1, For employment before January 1, 1984, eligible employees were credited with years of Benefit Service equal to the greater of: Your period of continuous employment from your last date of hire through December 31, 1983, less certain non-salaried employment, and any period you failed to make contributions required for participation; or Your years credited for benefit accrual purposes through December 31, 1983 under the following plans (referred to in this Summary as the "Prior Plans"): The Heileman Plan as in effect on January 1, 1983 and, as applicable, the Heileman Salaried and Clerical Employees' Pension Plan, the Carling National Breweries, Inc. Retirement Income Plan and/or the Amended and Restated Pension Plan of Ranier Brewing Company, each as in effect prior to January 1, 1980; The Pabst Transferees Plan as in effect on December 31, 1983; The Olympia Transferees Plan as in effect on December 31, 1983; or The Retirement Plan for Salaried Employees of Blitz-Weinhard Company. Periods After December 31, 1983 and Before July 1, For employment after December 31, 1983 and before July 1, 1996, eligible employees were credited with Benefit Service for the period beginning on the later of the date they completed an hour of service or January 1, 1984, and ending on the date their employment was terminated, less any periods of severance. Benefit Service was also credited for any period prior to your Normal Retirement Date during which you were on a disability leave of absence which began on or after May 1, Periods After June 30, No employee shall accrue any Benefit Service after June 30,

6 If you were a member of a collective bargaining unit and you transferred to salaried employee status before January 1, 1995, your service as a member of the collective bargaining unit will count toward your Benefit Service if you accumulated five or more years of Benefit Service after the date of transfer, or if you were a participant who was actively employed on June 30, Your benefit from the collective bargaining unit plan will be subtracted from the benefit under this Plan. Vesting Service. Vesting Service is used to determine your eligibility for benefits, but not the amount of those benefits. After five years of Vesting Service, or if you were a participant who was actively employed on June 30, 1996, you are vested in your benefit and eligible for a deferred vested benefit and pre-retirement death protection for your spouse. Your Vesting Service, but not Benefit Service, continues to accumulate after June 30, 1996, when your benefit amount was frozen. Periods Before January 1, For employment before January 1, 1984, eligible employees were credited with years of Vesting Service equal to the greater of: Your period of continuous employment from your last date of hire through December 31, 1983; or Your years credited for vesting purposes through December 31, 1983 under the Prior Plans. Periods After December 31, For employment after December 31, 1983, eligible employees are credited with Vesting Service for the period beginning on the later of the date they completed one hour of service or January 1, 1984, and ending on the date their employment is terminated, less periods of severance which exceed 12 months in duration. If termination of employment occurs on or after October 1, 1994, periods during which severance pay is being paid (or the equivalent period during which non-periodic severance would have been paid) is included in an eligible employee's Vesting Service. Vesting Service is also credited for any period prior to your Normal Retirement Date during which you were on a disability leave of absence which began on or after May 1, Average Monthly Compensation. When your retirement benefit is calculated, your Average Monthly Compensation is used. Average Monthly Compensation is your total compensation during the five full consecutive calendar years during which such compensation was the highest within the 10 calendar years immediately prior to the earlier of your termination of employment or June 30, 1996, divided by 60. 3

7 If you became vested on June 30, 1996 as a result of The Stroh Brewery Company acquisition of G. Heileman Brewing Company, Inc., then your Average Monthly Compensation is equal to your total compensation during the last 60 months ending on June 30, 1996, divided by your months of employment. Your Average Monthly Compensation will not increase after June 30, Compensation. Compensation is defined as your total wages (including amounts contributed to a 401(k) plan or cafeteria plan), but excluding (whether or not includible in gross income) reimbursements or other expense allowances (such as car allowances), fringe benefits (such as contest prizes, moving expenses and deferred compensation), welfare benefits (such as imputed income on life insurance coverage, unused and/or accrued vacation pay and severance pay) and any distribution of stock and sales incentive pay paid during the 1992 plan year. Social Security Covered Compensation. The term the Internal Revenue Service uses to describe the average of the last 35 years of earnings covered under Social Security. Because the Social Security Wage Base is adjusted annually, the average amount also changes every year. Normal Retirement Date. Your Normal Retirement Date is the first day of the month coinciding with or immediately after you reach age 65 or, if later, the earlier of the fifth anniversary of the date you commenced participation in this Plan or the date you complete five years of Vesting Service. HOW THE PLAN WORKS You can retire under the following circumstances and begin receiving a pension benefit: Normal Retirement Benefits You can retire with a full benefit at or after your Normal Retirement Date, even if you continue to work full-time. How Normal Retirement Benefits are Calculated This Plan is a defined benefit pension plan where monthly benefits are determined by a formula. Your benefit is equal to your accrued benefit under the Heileman Plan as of June 30, In general, the benefit formula for participants who terminated employment on or after January 1, 1995 is the greater of (1) or (2), minus (3): 4

8 (1) Your accrued benefit as of December 31, 1994 under the Heileman Plan, plus 1.2% of your Average Monthly Compensation times your Benefit Service after December 31, 1994 plus 0.5% of your Average Monthly Compensation in excess of Social Security Covered Compensation times your Benefit Service after December 31, (2) 1.2% of your Average Monthly Compensation times your Benefit Service, plus 0.5% of your Average Monthly Compensation in excess of Social Security Covered Compensation times your Benefit Service. (3) Any benefit payable from another qualified retirement plan (other than certain defined contribution plans) which was earned during a period of employment that is counted as Benefit Service under this Plan. The Benefit Service used to determine benefits during 1995 and later is limited to a 35 year maximum. In general, the IRS requires that benefits begin no later than April 1 of the calendar year following the later of the calendar year in which you reach age 70-1/2, or retire. Early Retirement Benefits If you terminate employment after you reach age 55, you may elect to receive an early retirement benefit if you have five or more years of Vesting Service (10 or more years of Vesting Service if you were first employed after 1994). Early retirement benefits can begin on the first day of any month following your eligibility for early retirement. Early retirement benefits are reduced to reflect the probability of a longer payment period. Your accrued benefit will be reduced by the appropriate factors shown in Table 1 if: (1) Your early retirement occurs on or after January 1, 1995 and after completion of 30 or more years of Benefit Service; or (2) As of June 30, 1996, you were an active participant in the Heileman Plan and had attained age 50, had 25 or more years of Benefit Service and you were either: not offered employment with The Stroh Brewery Company as of June 30, 1996; 5

9 offered employment with The Stroh Brewery Company but did not accept the offer as of June 30, 1996; or offered and accepted employment with The Stroh Brewery Company as of June 30, 1996, but were involuntarily terminated, either with or without cause, within five years of June 30, Age at Commencement TABLE 1 December 31, Base Benefits After December 31, 1988 Excess Benefits After December 31, % 100.0% % 93-1/3% % 86-2/3% % 80.0% 61 95% 73-1/3% 60 90% 66-2/3% 59 84% 63-1/3% 58 78% 60.0% 57 72% 56-2/3% 56 66% 53-1/3% 55 60% 50.0% Your accrued benefit will be reduced by the appropriate factors shown in Table 2 if: (1) Your early retirement occurred on or after January 1, 1989 and before January 1, 1995; or (2) Your early retirement occurs on or after January 1, 1995 with completion of fewer than 30 years of Benefit Service. 6

10 Age at Commencement TABLE 2 December 31, Base Benefits After December 31, 1988 Excess Benefits After December 31, 1988 Minimum Benefit % 100.0% % 93-1/3% % 86-2/3% % 80.0% % 73-1/3% % 66-2/3% % 63-1/3% % 60.0% % 56-2/3% % 53-1/3% % 50.0% If you were a member of any plan that was merged into the Heileman Plan, your benefit under this Plan can never be lower than your accrued benefit under the merged plan as of the date of its merger into the Heileman Plan. Disability Benefits If you began a leave of absence from employment on or after January 1, 1989 due to a disability and you incur a severance from service due to disability, you may begin to receive a retirement benefit if you are vested, not later than the later to occur of your Normal Retirement Date or the cessation of long-term disability benefits under a plan sponsored by your employer. If you have five or more years of Vesting Service (10 or more years of Vesting Service if you were first employed after 1994), you may request payments to begin earlier. In this case, payments would be reduced just like any other early retirement benefit. Your disability retirement benefit will be based on your Average Monthly Compensation and years of Benefit Service through June 30, 1996, before and during your disability. For the purposes of computing Average Monthly Compensation, it is assumed that your salary in effect when you became disabled is continued throughout your period of disability. Deferred Vested Retirement Benefits If you terminate employment before qualifying for normal or early retirement, and you have five or more years of Vesting Service, or you were a participant who was actively 7

11 employed on June 30, 1996, then you will be entitled to a deferred vested benefit from the Plan. This means that you have a permanent right to the benefit you earned up to the time you leave. The amount of your deferred vested benefit will be based on your Average Monthly Compensation and your years of Benefit Service at the earlier of the time you terminate employment or June 30, Unreduced deferred vested benefit payments begin at age 65. However, if you terminated employment with five or more years of Vesting Service, you can begin receiving benefit payments as early as age 55. Payments may begin on the first of any month from age 55 to age 65. beginning early are reduced by the appropriate factors shown below: Benefits If you terminate participation before age 55 and payments begin upon attaining this age, You would receive this percentage of your normal retirement benefit % /3% /3% % /3% /3% /3% % /3% /3% % Benefit payments will not begin automatically. You must apply for benefits in writing at least 60 days before you want payment to begin. Retroactive payments will not be made. If you left the Company before June 30, 1996 before completing five years of Vesting Service, no benefit will be payable from the Plan. However, if you were a participant of a plan that was merged into the Plan, you may be fully vested for your benefit earned under that plan. How Benefits Are Paid You must apply for your retirement benefits in writing on forms which are available from the Administrator. You should inform the Administrator of your actual retirement date at least 60 days beforehand. At that time, you will be provided with a summary of payment methods 8

12 and asked to choose the one that best suits your needs. You may not change your election after payment of your retirement benefits has begun. If you wish, you may request a benefit worksheet from the Administrator. This worksheet will show you what your estimated retirement benefit will be at the age you indicate you want to retire. PAYMENT METHODS If the actuarial equivalent present value of your pension benefit is $1,000 or less, it will be paid in one lump sum. If the value of your benefit is greater than $1,000, there are four ways to receive payments from the Plan: 1. Lump Sum. If the actuarial equivalent present value of your pension benefit is greater than $1,000 but not greater than $5,000, you may elect to receive it in one lump sum payment. You may not elect a lump sum payment if the value of your benefit is more than $5, Single Life Annuity. This form of payment provides a monthly benefit for as long as you live. When you die, benefits stop Year or 15-Year Certain and Life. This form of payment provides a monthly benefit for as long as you live. If you die before you receive 120 payments (the 10-year certain period) or 180 payments (the 15-year certain period), your beneficiary will receive the remainder of the 120 or 180 guaranteed payments. The benefit amount is reduced from the Single Life Annuity to account for the guarantee % or 100% Joint and Survivor Annuity. This form of payment also provides a monthly benefit for as long as you live. Then, at your death, either 50% or 100% of your reduced benefit will continue to your spouse for as long as he or she lives. Your benefit amount is reduced from a Single Life Annuity to account for the longer period of time these benefits may be paid. The amount of reduction depends on your age, your spouse's age, and the percentage you choose to have continued after your death. The higher the percentage, the greater the reduction to your benefit. Normal Forms of Payment If you are not married when benefits begin, your benefit will automatically be paid in the form of a Single Life Annuity unless you elect another form of payment. If you are married when benefits begin, your benefit will automatically be paid in the form of a 50% Joint and Survivor Annuity unless you elect another form of payment. You may reject the normal form and select one of the optional forms. To reject the normal form, you must notify the Administrator in writing on a special form at least 30 days before benefits are scheduled to begin. If you are married and are rejecting the 9

13 joint and survivor annuities, you must submit a statement of consent from your spouse. Your spouse's signature must be notarized. You can change your payment method as often as you like before payments begin. Once benefits begin, your payment method may not be changed, nor may you change your beneficiary. The IRS imposes restrictions on non-spouse beneficiaries named under the joint and survivor options. For more details, contact the Administrator. IF YOU DIE BEFORE YOU RETIRE If you are vested and die before monthly retirement benefits commence, and you are married on the date of your death, your surviving spouse will receive a lifetime monthly benefit from the Plan. This is true even if you are not employed by Stroh at the time of your death. Even if your spouse later remarries, the benefit will continue. The benefit for your surviving spouse will be calculated as if you had terminated the day of your death and elected a 50% Joint and Survivor Annuity. Benefits for your spouse can begin on the first day of the month after the later of your death or your 55th birthday if you have at least five years of Vesting Service. However, your spouse may delay the start of benefits until your Normal Retirement Date. If you were vested and had less than five years of Vesting Service, benefits cannot begin until your Normal Retirement Date. Keep in mind that this surviving spouse benefit will be reduced for the 50% Joint and Survivor Annuity form of payment. If benefits begin before you would have reached age 65, they will also be reduced for early payment. If you are unmarried, at least age 55, have at least five years of Vesting Service and are actively employed or on disability leave of absence, or you terminated employment and are eligible for an early retirement benefit, your beneficiary or estate will receive a death benefit payable under the 10-Year Certain and Life option. Also, if you are married and you had designated a beneficiary other than your spouse, your beneficiary will receive a death benefit payable under the 10-Year Certain and Life option. If you are married, your designation of another beneficiary will not be valid unless your spouse consents to the effects of the designation. Your spouse's consent must be in writing and must be witnessed by an authorized Plan representative or notary public. This benefit will be reduced for the 10-Year Certain and Life option. If benefits begin before you would have reached age 65, they will also be reduced for early payment. IF YOU RETURN TO WORK AFTER RETIREMENT If you retire, begin receiving benefits, and are reemployed by Stroh before your Normal Retirement Date, the Plan will stop paying benefits in any month in which you are employed in "full-time service". When you subsequently terminate employment, or 10

14 reach your Normal Retirement Date, benefits may recommence and your monthly benefit will be recalculated to reflect the payments previously made to you. "Full-time service" is any calendar month in which you are credited with an average of 37-1/2 or more hours of service per week. Your benefit payments will begin again on the earlier of the first day of the month after the month in which you are not employed in "full-time service", or the first day of the month following your Normal Retirement Date. OTHER FACTORS AFFECTING BENEFITS Change of Address Information You must notify the Administrator of any changes in your address so that you can receive benefit payments. Cost and Administration Plan benefits are funded by SBC Holdings, Inc. through contributions to a trust fund established by SBC Holdings, Inc. Contributions are actuarially determined. The Plan's trustee is: Government Insurance for the Plan Key Trust Company of Ohio, N.A. 127 Public Square, 14th Floor MC: OH Cleveland, OH Your pension benefits under this Plan are insured by the Pension Benefit Guaranty Corporation (PBGC), a federal insurance agency. If the Plan terminates (ends) without enough money to pay all benefits, the PBGC will step in to pay pension benefits. Most people receive all of the pension benefits they would have received under their plan, but some people may lose certain benefits. The PBGC guarantee generally covers: Normal and early retirement benefits; Disability benefits if you become disabled before the Plan terminates; and Certain benefits for your survivors. The PBGC guarantee generally does not cover: Benefits greater than the maximum guaranteed amount set by law for the year in which the Plan terminates; 11

15 Some or all of benefit increases and new benefits based on Plan provisions that have been in place for fewer than five years at the time the Plan terminates; Benefits that are not vested because you have not worked long enough for Heileman and/or Stroh; Benefits for which you have not met all of the requirements at the time the Plan terminates; Certain early retirement payments (such as supplemental benefits that stop when you become eligible for Social Security) that result in an early retirement monthly benefit greater than your monthly benefit at the Plan's normal retirement age; and Non-pension benefits, such as health insurance, life insurance, certain death benefits, vacation pay and severance pay. Even if certain of your benefits are not guaranteed, you may still receive some of those benefits from the PBGC depending on how much money your Plan has and on how much the PBGC collects from employers. For more information about the PBGC and the benefits it guarantees, ask your Administrator or contact the PBGC's Technical Assistance Division, 1200 K Street, N.W., Suite 930, Washington, DC or call (202) (not a toll-free number). TTY/TDD users may call the federal relay service toll-free at (800) and ask to be connected to (202) Additional information about the PBGC's pension insurance program is available through the PBGC's website on the Internet at Maximum Benefits There are some limits set by the Employee Retirement Income Security Act of 1974 (ERISA) on the maximum benefit amounts you can receive. These limits are high, and it is unlikely that many participants' benefits will be affected. However, if your benefit is affected by these limits, you will be notified. Nonalienation of Benefits - QDROs This Plan and its trust fund are not liable for any debts or liabilities incurred by you, your spouse, or your beneficiaries. This means that no benefit can be sold, transferred, or assigned to anyone other than to you, your spouse, or your beneficiary. Your interest in the Plan may not be attached, garnished, assigned or used as collateral for a loan except in the case of a proper Internal Revenue Service tax levy or a Qualified Domestic Relations Order ( QDRO ). A QDRO is a special order issued by the court in a divorce, child support or similar proceeding. In this situation, your spouse, or former spouse, or someone other than you or your beneficiary, may be entitled to a portion or all of your account balance based on the court order. Participants and beneficiaries can obtain, without a charge, a copy of the Plan s QDRO procedures and form QDRO from the Plan Administrator. 12

16 Payments in Case of Incompetency If you or your beneficiary are receiving benefits under this Plan, and if you or your beneficiary are declared legally incapable or incompetent, the Administrative Committee can elect to pay benefits to an appointed guardian or, if no guardian is appointed, someone else they select. If your beneficiary is a minor, the Administrative Committee can make the same election. Method of Administration The Plan is administered by an Administrative Committee appointed by SBC Holdings, Inc.'s Board of Directors. The Committee interprets the Plan s rules and is responsible for its administration. Amendment and Termination SBC Holdings, Inc. has reserved the right to amend and/or terminate this Plan at any time. No amendment or termination will deprive you of any right or interest, to the extent then funded, which you previously earned unless required in order to maintain this Plan's qualified status under the Internal Revenue Code, or is required under ERISA. Upon Plan termination, all then current participants shall become 100% vested and, to the extent of available Plan assets, shall be entitled to their benefit accrued to the date of termination. If assets are insufficient, they shall be allocated in accordance with Section 4044 of ERISA. If assets remain after payment of all benefits accrued to termination, the remaining assets shall be paid to SBC Holdings, Inc. Interpretation of Plan The Administrative Committee has the power and discretionary authority to construe the terms of the Plan based on the Plan document, existing laws and regulations and to determine all questions that arise under it. Such power and authority include, for example, the discretion necessary to resolve issues with respect to an employee s eligibility for benefits, or to interpret any term contained in Plan documents. The Administrative Committee s interpretations and determinations are binding on all participants, employees, former employees, and their beneficiaries. YOUR RIGHTS ERISA Rights and Obligations As a participant in the 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: Examine, without charge, at the Plan Administrator's office and at other specified locations, such as worksites, all documents governing the Plan, 13

17 including, if applicable, insurance contracts and a copy of the latest annual report (Form 5500 series) filed by the Plan with the U.S. Department of Labor and available at the Public Disclosure Room of the Employee Benefits Security Administration. Obtain, upon written request to the Plan Administrator, copies of all documents governing the operation of the Plan (including insurance contracts, if any) and copies of the latest annual report (Form 5500 series) and updated summary plan description. The Plan Administrator may make a reasonable charge for the copies. Receive a summary of the Plan s annual financial report. The Plan Administrator is required by law to furnish each participant with a copy of this summary annual report. Obtain a statement telling you whether you have the right to receive a pension at normal retirement age (age 65) and, if so, what your benefits would be at normal retirement age if you stop working under the Plan now. If you do not have a right to a pension, the statement will tell you how many more years you have to work to get a right to a pension. This statement must be requested in writing and is not required to be given more than once every 12 months. The Plan must provide the statement free of charge. In addition to creating rights for Plan participants, ERISA imposes duties upon the people who are responsible for the operation of the Plan. The people who operate the Plan, called "fiduciaries" of the Plan, have a duty to do so prudently and in the interest of you and other Plan participants and beneficiaries. No one, including your employer or any other person, may fire you or otherwise discriminate against you in any way to prevent you from obtaining a pension benefit or exercising your rights under ERISA. If your claim for a pension benefit is denied or ignored, in whole or in part, you have a right to know why this was done, to obtain copies of documents relating to the decision without charge and to appeal any denial, all within certain time schedules. Under ERISA, there are steps you can take to enforce your rights. For instance, if you request a copy of Plan documents or the latest annual report from the Plan and do not receive them within 30 days, you may file suit in a federal court. In such a case, the court may require the Plan Administrator to provide the materials and pay you up to $110 a day until you receive the materials, unless the materials were not sent because of reasons beyond the control of the Plan Administrator. If you have a claim for benefits which is denied or ignored, in whole or in part, you may file suit in 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, you may file suit in federal court. If it should happen that Plan fiduciaries misuse the Plan s money, or if you are discriminated against for asserting your rights, you may seek assistance from the U.S. Department of Labor, or you may 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 14

18 person you have sued to pay these costs and fees. If you lose, the court may order you to pay these costs and fees if, for example, it finds your claim is frivolous. If you have any questions about your Plan, you should contact the Plan Administrator. If you have any questions about this statement or about your rights under ERISA, or if you need assistance in obtaining documents from the Plan Administrator, you should contact the nearest office of the Employee Benefits Security Administration, United States Department of Labor, listed in your telephone directory, or the Division of Technical Assistance and Inquiries, Employee Benefits Security Administration, United States Department of Labor, 200 Constitution Avenue, N.W., Washington, DC You may also obtain certain publications about your rights and responsibilities under ERISA by calling the publications hotline of the Employee Benefits Security Administration. Claims Procedure If you (or in the event of your death, your beneficiary) feel you are not receiving benefits which are due you, you should file a written claim for benefits with the Plan Administrator. The Plan Administrator will then decide whether to grant or deny your claim. Within 90 days (45 days in the case of a disability claim) after receipt of your initial claim for benefits, the Plan Administrator will send you a notice granting or denying your claim, in whole or in part, unless special circumstances require an extension of time for processing the claim. If an extension is necessary, you will be given a written notice to this effect indicating the special circumstances prior to the expiration of the initial 90-day period (45 day period in the case of a disability claim). The extension may not exceed 90 days or, in the case of a disability claim, 30 days. An additional 30 day extension may be granted for a disability claim due to matters beyond the control of the Administrator so long as notice is given prior to the close of the initial extension containing the date the Plan Administrator expects to render a decision. The Plan Administrator has full discretion to deny or grant a claim in whole or in part. If your claim for benefits is denied, the Plan Administrator will provide you a written notice setting forth the following information in a manner calculated to be understood by you: The specific reason or reasons for the denial; Specific reference to pertinent Plan provisions on which the denial is based; A description of any additional material or information necessary for you to perfect the claim and an explanation of why such material is necessary; An explanation of the Plan's claim review procedure and applicable time limit as well as your rights to additional documents and information; and A statement of your rights to bring a civil action under Section 502 of the ERISA following an adverse determination on review. 15

19 In the case of a disability claim, if an internal rule, guideline, protocol, or other similar criterion was relied upon in making the adverse determination, either the specific rule, guideline, protocol, or other similar criterion will be provided to you or the written explanation will contain a statement that such a rule, guideline, protocol, or other similar criterion was relied upon in making the adverse determination and that a copy of such rule, guideline, protocol, or other criterion will be provided free of charge to you upon request. Within 90 days (180 days in the case of a disability claim) after you receive written notification of the denial (in whole or in part) of your claim, you or your duly authorized representative may make a written application to the Plan Administrator, in person or by certified mail, postage prepaid, to be afforded a review of the denial. You may review pertinent documents and may submit issues and comments in writing. Upon request, and free of charge, you or your authorized representative will be provided reasonable access to, and copies of, documents, records and other information relevant to your claim. Your claim for review must be given a full and fair review. The Plan Administrator's review will take into account all comments, documents, records and other information submitted as part of your request for a review, without regard for whether the information was submitted or considered in the initial benefit determination. In the case of a disability claim: The review will not afford deference to the initial adverse benefit determination and will be conducted by an appropriate named fiduciary of the Plan who is neither the individual who made the adverse benefit determination that is the subject of the appeal, nor a subordinate of such individual; In deciding an appeal of any adverse benefit determination that is based in whole or in part on a medical judgment, the appropriate named fiduciary shall consult with a health care professional who has appropriate training and experience in the field of medicine involved in the medical judgment; The Administrator shall identify any medical or vocational experts whose advice was obtained on behalf of the Plan in connection with your adverse benefit determination, without regard to whether the advice was relied upon in making the benefit determination; and Any health care professional engaged for purposes of a consultation regarding the appeal shall be an individual who is neither an individual who was consulted in connection with the adverse benefit determination that is the subject of the appeal, nor a subordinate of any such individual. The decision upon review will be made no later than 60 days (45 days in the case of a disability claim) after the Plan Administrator's receipt of a request for a review, unless special circumstances require an extension of time for processing, in which case a decision will be rendered not later than 120 days (90 days in the case of a disability benefit) after receipt of a request for review. If an extension is necessary, you will be given written notice of the extension indicating the special circumstances prior to the 16

20 expiration of the initial 60-day (or 45 day) period. The Administrator s decision on review will be written in a manner calculated to be understood by you, will include specific reasons for the decision, specific references to the pertinent Plan provisions on which the decision was based and a statement that you are entitled to receive, upon request and free of charge, reasonable access to, and copies of, all documents, records and other information relevant to your claim and a statement of your rights to bring a civil action under ERISA Section 502(a). In addition, the written decision shall, if it relates to a claim for a disability benefit: If an internal rule, guideline, protocol, or other similar criterion was relied upon in making the adverse determination, either include the specific rule, guideline, protocol, or other similar criterion or a statement that such rule, guideline, protocol, or other similar criterion was relied upon in making the adverse determination and that a copy of the rule, guideline, protocol, or other similar criterion will be provided free of charge to you upon request; and Contain the following statement: You and the Plan may have other voluntary alternative dispute resolution options, such as mediation. One way to find out what may be available is to contact your local U.S. Department of Labor Office and your State insurance regulatory agency. A document, record or other information is considered to be "relevant" to your claim for Plan benefits if the document, record or other information: Was relied upon by the Plan Administrator in making a decision on your claim; Was submitted, considered or generated in the course of the Plan Administrator making a decision on your claim, even if the document, record or other information was not relied upon by the Plan Administrator in making a decision on your claim; or Demonstrates compliance with administrative processes and safeguards governing the claim decision and appeal process that are designed to ensure and verify that benefit claim decisions are made in accordance with governing Plan documents and that, where appropriate, Plan provisions have been applied consistently with respect to similar situations. 17

21 Plan Year The Plan year is the 12-month period beginning January 1 and ending December 31. ADDITIONAL INFORMATION Sponsoring Employers and Addresses SBC Holdings, Inc. 300 River Place Detroit, Michigan EIN: The Stroh Companies, Inc. 300 River Place Detroit, Michigan EIN: Administrative Committee John W. Stroh III Pierre A. Stroh Mark K. Tuttle Gloria M. Bonior c/o SBC Holdings, Inc. 300 River Place Detroit, Michigan (313) Administrator Administrative Committee c/o SBC Holdings, Inc. 300 River Place Detroit, Michigan (313) Agent for Service of Process Service for legal process may be made upon the Administrator or the trustee. Plan Number The Plan number is 008. BH

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