THRIVENT FINANCIAL FOR LUTHERANS HOME OFFICE EMPLOYEES SHORT TERM DISABILITY PLAN AND SUMMARY PLAN DESCRIPTION. Restated as of December 19, 2015

Transcription

1 THRIVENT FINANCIAL FOR LUTHERANS HOME OFFICE EMPLOYEES SHORT TERM DISABILITY PLAN AND SUMMARY PLAN DESCRIPTION Restated as of December 19, 2015

2 Thrivent Financial for Lutherans Home Office Employees Short Term Disability Plan and Summary Plan Description Table of Contents INTRODUCTION...1 SECTION 1: TERMS AND CONDITIONS SECTION 2: BENEFITS SECTION 3: APPLICATION FOR BENEFITS AND CLAIMS PROCEDURES SECTION 4: GENERAL PLAN INFORMATION SECTION 5: ERISA LEGAL RIGHTS AND OBLIGATIONS SECTION 6: PLAN INFORMATION i

3 INTRODUCTION This document sets forth the terms of the Thrivent Financial for Lutherans Home Office Employees Short Term Disability Plan. This document serves as both the Plan document and summary plan description. You should review this document carefully so that you will better understand your rights and benefits under the Plan. The Thrivent Financial for Lutherans Home Office Employees Short Term Disability Plan (the Plan ) is designed to provide specific Short Term Disability Benefits and Return to Work Benefits for eligible Employees. This Plan is a component program of the Thrivent Financial Welfare Benefits Wrap Plan. This document amends, replaces and supersedes all prior plans, rules, programs or policies for the provision of short term disability benefits. This document describes the Plan, as in effect on December 19, Long term disability benefits are provided to eligible employees by the Long Term Disability Program component of the Thrivent Financial Welfare Benefits Wrap Plan (the Long Term Disability Plan ). This Plan is not available to any Field Agent. If you have questions about whether you are eligible to participate in this Plan you can contact the Administrator. This document is incorporated into the summary plan description and plan document for the Thrivent Financial Welfare Benefits Wrap Plan. This document is not intended to provide you with tax or legal advice regarding your benefits under the Plan; you should consult with your own attorney or tax advisor if you have any questions regarding such matters. 1

4 SECTION 1: TERMS AND CONDITIONS This document uses a number of specific terms when defining your rights under the Plan. Whenever a word begins with a capital letter, you should assume that the word has a specific meaning and that the word is defined somewhere in this document. This section defines many of the key terms and conditions that are necessary to your understanding of the Plan. Unless a different meaning is clearly required by the context, the following words, when used in this Plan, shall have the meaning(s) set forth below. 1.1 Administrator. The term Administrator means the Plan Administrator as defined in section 4.1. The Administrator shall be the named fiduciary, except with respect to the determination of claims and appeals for benefits, and shall control and manage the operation and administration of the Plan. 1.2 Base Income. An Employee s Base Income is the Employee s base salary immediately prior to Total Disability (and as increased for any salary increases that become effective during the Total Disability) as determined by the Employer on a per pay period basis and reported on Form W-2. If an Employee is compensated on an hourly basis, his or her Base Income is the amount that the individual would receive for working the total amount of his or her regularly scheduled hours during a complete pay period as determined by the Employer. Base Income shall not include any payments classified by the Employer as incentive, bonus, overtime compensation, commission payments, or Variable Income. 1.3 Claims Administrator. The term Claims Administrator means the third-party administrator and named claims fiduciary of the Plan as defined in section Employee. The term Employee means any person who is classified by Thrivent Financial in its sole discretion as (1) a common-law home office employee and (2) regularly scheduled to work 1,040 hours or more in a 12 consecutive month period. A home office employee includes all common law employees of the Employer who are: (1) employed at the Employer s main corporate offices in Minneapolis, Minnesota and Appleton, Wisconsin, and locations of participating Employers, (2) secretarial staff and specialist employees of the Employer employed by the Employer in a Regional Financial Office, and (3) a field leader employed by the Employer in a Regional Financial Office who is a common law employee. The term "Employee" does not include any individual classified by the Employer as: (1) a leased employee; (2) a temporary employee; (3) an employee who is classified by Thrivent Financial as regularly scheduled to work less than 1,040 hours in a 12 consecutive month period; (4) a Field Agent; (5) an individual performing service as an employee and Field Agent; (6) an employee or contractor of a Field Agent; and/or (7) an independent contractor. 1-1

5 Thrivent Financial s classification of a person at the time the person is included in or excluded from participation in the Plan is conclusive and binding for purposes of determining benefit eligibility under this Plan. No reclassification of a person s status, for any reason, by a third party, whether by a court, governmental agency or otherwise, without regard to whether or not Thrivent Financial agrees to such reclassification, shall make the person retroactively eligible for benefits. However, Thrivent Financial, in its sole discretion, may reclassify a person as benefits eligible on a prospective basis. Any uncertainty regarding a person s classification will be resolved by excluding the person from participation in the Plan. 1.5 Employer. The term Employer means Thrivent Financial for Lutherans, Thrivent Investment Management, Inc., Thrivent Trust Company, Thrivent Financial Investor Services, Inc., PREPARE/ENRICH, LLC, and any subsidiary or affiliate of Thrivent Financial which Thrivent Financial may designate as being eligible and which adopts the Plan by appropriate corporate action. 1.6 ERISA. The term ERISA means the Employee Retirement Income Security Act of 1974, as amended from time to time, and as interpreted by applicable regulations and rulings. 1.7 Field Agent. The term Field Agent means a person who is classified by Thrivent Financial as (1) a member of Thrivent Financial s field sales force who is an independent contractor or independent contractor and statutory employee or (2) a member of Thrivent Financial s field sales force who is in training or studying for exams. 1.8 Long Term Disability Plan. The term Long Term Disability Plan means the Long Term Disability Program component of the Thrivent Financial Welfare Benefits Wrap Plan. 1.9 Other Income Benefits. The term Other Income Benefits that reduce benefits payable by the Plan shall mean: Any periodic cash payments provided on account of the Employee s disability: A. under any group insurance coverage or similar arrangement of coverage for individuals in a group; B. by any state or federal government retirement or disability plan; C. under any defined benefit pension plan with respect to which an Employer contributes or makes payroll deductions on behalf of an Employee; D. under or on account of any worker s compensation, state cash disability plan or similar laws, including: (a) total incapacity weekly benefits; (b) dependency allowances for periods of total incapacity; (c) lump sum settlements; and (d) 1-2

6 second injury fund payments for periods of total incapacity--but excluding specific allowances for loss of use of a body member, or dismemberment, or disfigurement; E. under any work loss benefits provided under the mandatory portion of any group or individual automobile insurance policy written under the no-fault insurance provisions of the law of any jurisdiction; which become payable on or after the commencement of the disability for which benefits under this Plan are payable Partial Disability. The term Partial Disability means the inability of an Employee, because of injury, illness, or childbirth to work such Employee s regular work schedule. During a period of Partial Disability, the Employee must be under the care of a qualified licensed physician other than an immediate family member and the Employee s current Base Income must be less than or equal to 80% of the Employee s Base Income immediately prior to the Total Disability. The determination of whether an Employee has suffered a Partial Disability shall be made in the sole discretion of the Claims Administrator Relevant. A document, record, or other information shall be considered Relevant to a claimant s claim if such document, record, or other information (1) was relied upon in making the benefit determination; (2) was submitted, considered, or generated in the course of making the benefit determination, without regard to whether such document, record, or other information was relied upon in making the benefit determination; (3) demonstrates compliance with the required administrative processes and safeguards in making the benefit determination; or (4) constitutes a statement of policy or guidance with respect to the Plan concerning the denied treatment option or benefit for the claimant s diagnosis, without regard to whether such advice or statement was relied upon in making the benefit determination Subsequent Total Disability. The term Subsequent Total Disability means a Total Disability not resulting from the same or related causes as a previous Total Disability which is separated from the previous Total Disability by a return to work as an Employee for more than one full work day. Subsequent Total Disability shall also mean a Total Disability resulting from the same or related causes as a previous Total Disability but which is separated from the previous Total Disability by a return to work as an Employee for 45 days or more. A Subsequent Total Disability and the previous Total Disability are treated as separate Total Disabilities for purposes of the Plan Successive Total Disability. The term Successive Total Disability means a Total Disability resulting from the same or related causes as a previous Total Disability and which is separated from the previous Total Disability by return to work as an Employee for less than 45 days. Successive Total Disability shall also mean a Total Disability not resulting from the same or related causes as a previous Total Disability which is separated from the previous Total Disability by a return to work as an Employee for less 1-3

7 than one full work day. A Successive Total Disability and the previous Total Disability are treated as one Total Disability for purposes of the Plan Thrivent Financial. The term Thrivent Financial means Thrivent Financial for Lutherans Total Disability. The term Total Disability means the complete inability of an Employee, because of injury, illness, or childbirth to perform the duties of his or her occupation. During a period of Total Disability, the Employee must be under the care of a qualified licensed physician other than an immediate family member. The determination of whether an Employee has suffered a Total Disability shall be made in the sole discretion of the Claims Administrator Variable Income. The term Variable Income means income certain Employees receive from Thrivent Financial that is reported on Form W-2 and is based on the performance of independent contractors and statutory employees supervised by the Employee. To receive Variable Income, the Employee must be (1) a field leader, (2) a common law employee of the Employer, and (3) employed in a Regional Financial Office. Variable Income does not include commissions from sales of life insurance Waiting Period. The term Waiting Period shall mean the initial 9 calendar days of Total Disability within a 45-day period. 1-4

8 SECTION 2: BENEFITS The Plan will provide Employees with two possible benefits: Short Term Disability Benefits and Return to Work Benefits. This Section describes these benefits. 2.1 Short Term Disability Benefits. After an Employee suffers a Total Disability, the Plan shall provide him or her with bi-weekly Short Term Disability Benefits after the 9 calendar day Waiting Period. Such biweekly Short Term Disability Benefits shall be payable while the Employee remains Totally Disabled up to a maximum of 26 weeks. All Short Term Disability Benefits payable under this section immediately terminate when Total Disability ceases. An Employee s Short Term Disability Benefits will be the sum of the Employee s Short Term Disability Benefits associated with Base Income and Variable Income, as described below. Short Term Disability Benefits, however, will be reduced by the amount of Other Income Benefits, if any. Additionally, an Employee will be paid his or her normal Base Income and Variable Income for any time worked while Totally Disabled and Short Term Disability Benefits will not be paid for that time worked. For Base Income: For the first 8 weeks following the Waiting Period, the amount of the Short Term Disability Benefits associated with Base Income shall be 90% of the Employee s Base Income. Thereafter, the Short Term Disability Benefits associated with Base Income shall be 80% of the Employee s Base Income for the next 8 weeks and 70% of the Employee s Base Income for the following 10 weeks. For Variable Income: For the first 8 weeks following the Waiting Period, the amount of the Short Term Disability Benefits associated with Variable Income shall be 90% of the Employee s Variable Income. Thereafter, the Short Term Disability Benefits associated with Variable Income shall be 80% of the Employee s Variable Income for the next 8 weeks and 70% of the Employee s Variable Income for the following 10 weeks. 2.2 Return to Work Benefits. If during the period during which Short Term Disability Benefits are payable under this Plan an Employee ceases to be Totally Disabled and returns to work, but is Partially Disabled, the Plan shall provide the Employee biweekly Return to Work Benefits to the extent a reduced work schedule is medically necessary. Notwithstanding the foregoing, no Return to Work Benefits shall be paid for any period extending beyond the maximum 26 week period following the Waiting Period. No Return to Work Benefits shall be payable unless such Partial Disability is immediately following Total Disability for which benefits are payable under the Plan. The Return to Work Benefits payable under this section immediately terminate when Partial Disability ceases. The amount of the biweekly Return to Work Benefits shall be equal to the biweekly Short Term Disability Benefit payable under the Plan as applicable immediately prior to the return to work, reduced by Other Income Benefits payable. Additionally, an Employee 2-1

9 will be paid his or her normal Base Income and Variable Income for any time worked while Partially Disabled and Return to Work Benefits will not be paid for that time worked. 2.3 Payment of Benefits. Subject to receipt of due written proof of Total Disability or Partial Disability and a determination by the Claims Administrator that an Employee qualifies for benefits under the Plan, benefits payable under this Plan will be paid biweekly. If benefits are payable for any period of time which is less than a full biweekly period, the amount of biweekly benefit for such period will be proportionately reduced. Benefits payable under this Plan shall be payable to the Employee. Any such benefits accrued, but unpaid at the death of an Employee, will be paid to his or her executor or administrator or to a person who is considered by the Administrator to be equitably entitled thereto. Any payment made in good faith pursuant to this provision will fully discharge the Administrator and each Employer from all further liability to the extent of such payment. 2.4 Limitations. Notwithstanding any other language in this Plan to the contrary, the Plan does not cover, and no benefits are payable under this Plan for, Total Disability or Partial Disability: (1) caused or contributed to by intentionally self-inflicted injuries, while sane or insane; (2) caused or contributed to by war, declared or undeclared, or any act or hazard of war; (3) during which the Employee is not under the care of a qualified licensed physician; (4) resulting from the commission of or attempt to commit a felony; (5) commencing during a period of incarceration lasting greater than 30 days; or (6) commencing prior to December 19, Any Total Disability or Partial Disability commencing prior to December 19, 2015, and continuing through and including December 19, 2015, shall continue to be covered by the Plan as in effect prior to December 19, No benefits shall be payable under this restated Plan for any period prior to December 19, Termination of Coverage. Coverage of any Employee under this Plan will automatically terminate on the earliest of the following dates: (1) the date the Employee ceases to be an Employee, or (2) the date that the Plan is terminated or is amended such that the Employee loses coverage. If an Employee is Totally Disabled at the time (1) or (2) above occurs, coverage under this Plan will continue for that Total Disability during the period for which benefits are payable under this Plan for that Total Disability. 2-2

10 SECTION 3: APPLICATION FOR BENEFITS AND CLAIMS PROCEDURES In order to receive your benefits under this Plan, you must generally file an application for such benefits with the Claims Administrator. This section describes the application process and your right to have a decision regarding your benefits reviewed. 3.1 Notice of Claim. In the event that an Employee becomes Totally Disabled and such Total Disability extends or is expected to extend beyond 9 calendar days, the Employee (or someone acting on his or her behalf) must submit a claim for benefits within 90 days of the start of the Total Disability. In the event an Employee is Partially Disabled immediately following a period of Total Disability the Employee must notify the Claims Administrator of such Partial Disability within 5 days of the Employee s return to work. You may submit a claim in writing, by telephone or in electronic form by contacting the Claims Administrator at the following address: Hartford Life Group Disability Claims P. O. Box Maitland, FL (888) FAX (800) TOLL FREE The claim must include, but is not limited to, proof of the Total Disability or Partial Disability, including the date the Total Disability or Partial Disability began, the cause of the Total Disability or Partial Disability, names and addresses of physicians and other qualified medical professionals you have consulted and any other information or documentation required to assist in determining if you are Totally or Partially Disabled. The Claims Administrator will make an initial determination regarding whether a Total Disability or Partial Disability exists and, if so, whether any benefits are payable under this Plan. The Claims Administrator reserves the right to require reasonable proof of a Total Disability or Partial Disability and/or the continuance of a Total Disability or Partial Disability. Further, the Claims Administrator may, at its own expense, require one or more additional medical examination(s) to determine whether a Total Disability or Partial Disability exists or continues. 3.2 Decision on Claim. The Claims Administrator will process an initial claim within a reasonable period of time after the application is filed, but not later than 45 days. The time for decision may be extended for two additional 30 day periods provided that, prior to any extension period, the Claims Administrator notifies you in writing that an extension is necessary due to matters beyond the control of the Plan, identifies those matters and gives the date by which it expects to render its decision. Within that 45-day period, you will receive either a notice of the decision or a notice that: (a) explains the 3-1

11 special circumstances which are causing the delay; and (b) sets a date, no later than 105 days after the Claims Administrator received the application, by which the Claims Administrator will render the initial decision and notify you of such decision. 3.3 Denial of Claim. If the Claims Administrator partially or wholly denies your initial claim for benefits, you will receive a written notice within the timeframe described above which will include: (a) the specific reason or reasons for the denial; (b) specific references to Relevant Plan provisions on which the denial is based; (c) a description of any additional material or information which you must provide to prove your claim, and an explanation of why that material or information is necessary; and (d) a description of the review procedures and time limits applicable to such procedures, (e) a statement that you have the right to bring a civil action under section 501(a) of ERISA after appealing the decision and after receiving a written denial on appeal, and (f) (1) if an internal rule, guideline, protocol, or other similar criterion was relied upon in making the denial, either (A) the specific rule, guideline or other similar criterion, or (B) a statement that such a rule, guideline, protocol or other similar criterion was relied upon in making the denial and that a copy will be provided free of charge upon request, or (2) if denial is based on medical judgment, either (i) an explanation of the scientific or clinical judgment for the determination, applying the terms of the Plan to your medical circumstances, or (ii) a statement that such explanation will be provided to you free of charge upon request. 3.4 Right to Appeal. You or your duly authorized representative may file a written appeal of the denial with the Claims Administrator no later than 180 days after you receive the notice that your claim has been partially or wholly denied. You may include any issues, comments, statements or documents that you wish to provide with your written appeal. You or your duly authorized representative may review all Relevant Plan documents when preparing your request. The review on appeal will be conducted by someone who was not the initial decision maker or a subordinate to the initial decision maker and shall take into account all comments, documents, records and other information submitted by you relating to the claim, without regard to whether such information was submitted or considered in the initial benefit determination. 3.5 Final Decision on Appealed Claim. In most instances, the Claims Administrator will issue a final decision on an appeal within 45 days after the Claims Administrator receives the appeal request. The time for final decision may be extended for one additional 45-day period provided that prior to the extension, the Claims Administrator notifies you in writing that an extension is necessary due to reasons beyond the Plan s control, the special circumstances which are causing the delay; and the date, no later than 90 days after the date the Claims Administrator received your written appeal, by which the Claims Administrator expects to render the final decision and notify you of such decision. The Claims Administrator s decision will explain the reasons for the decision and will refer to the Plan provisions on which the decision is based. If you do not receive a notice within the time periods described in this paragraph, you may assume that your appeal has been denied on review. If you do not exhaust the claim and appeal procedures set forth in 3-2

12 this section, you will be precluded from later bringing any action, in either state or federal court or any other forum, for benefits under this Plan. The Claims Administrator shall provide you with written notification of the Plan s determination within the timeframes described above. Any adverse benefit determination shall include (a) the specific reasons for the decision, (b) specific references to Plan provisions on which the decision is based, (c) a statement that you have a right to bring a civil action under section 501(a) of ERISA, (d) a statement that you may request, free of charge, copies of all documents, records, and other information Relevant to your claim; (e)(1) if an internal rule, guideline, protocol, or other similar criterion was relied upon in making the decision on appeal, either (A) the specific rule, guideline, protocol or other similar criterion, or (B) a statement that such a rule, guideline, protocol or other similar criterion was relied upon in making the decision on appeal and that a copy will be provided free of charge to you upon request, or (2) if the decision on appeal is based on medical judgment, either (i) an explanation of the scientific or clinical judgment for the decision on appeal, applying the terms of the Plan to your medical circumstances, or (ii) a statement that such explanation will be provided to you free of charge upon request, and (f) any other notice(s), statement(s) or information required by applicable law. 3.6 Deadline to Commence a Lawsuit. If you file your claim under the Plan within the required time, complete the entire claims procedure, and your appeal is denied, you may sue over your claim (unless you have executed a release of your claim). You must, however, commence that suit within 30 months after you knew or reasonably should have known of the facts behind your claim, or if earlier, within 6 months after the claims procedure is complete. 3-3

13 SECTION 4: GENERAL PLAN INFORMATION The following information is important to your understanding of the Plan and is provided to further clarify how the Plan operates. 4.1 Plan Administration. Thrivent Financial has appointed the Employee Benefits Administration Committee ( the Committee ) as the Plan Administrator. The Administrator shall have such duties, responsibilities and authorities as specified in the Plan and the Committee Charter. The Administrator is the named fiduciary of the Plan (except with respect to claims for benefits) and shall have discretionary authority over all matters arising under the Plan. The Administrator shall have the discretionary authority to control and manage the operation of the Plan and make all decisions and determinations as may be required from time to time. The Administrator shall have the authority and responsibility to determine all factual and legal questions under the Plan, including but not limited to interpreting and administering the terms and conditions of the Plan. The Administrator has discretionary authority to grant or deny benefits under the Plan. Benefits under the Plan will be paid only if the Administrator decides in its discretion that the claimant is entitled to them. All determinations and interpretations of the Administrator shall be made in its sole discretion and shall be conclusive and binding upon all persons having or claiming to have any interest or right under the Plan. In any legal action, all explicit and all implicit determinations by the Administrator (including but not limited to determinations as to whether the claim, or a request for a review of a denied claim, was timely filed) shall be afforded the maximum deference permitted by law. The Administrator may delegate its authority, discretion and responsibility to any claims administrator, committee or other person or persons. With respect to claims and appeals for benefits, the Administrator delegates its authority, discretion and responsibility to Hartford-Comprehensive Employee Benefit Services Company. 4.2 Amendment and Termination. Thrivent Financial reserves the right to amend the Plan in every respect at any time, either before or after termination hereof, or from time to time (and retroactively if deemed necessary or appropriate to conform with governmental regulations or other policies). Thrivent Financial reserves the right to terminate this Plan at any time. The Chief Human Resources Officer, the General Counsel, or the Chief Executive Officer has the authority to amend or terminate this Plan. 4.3 Nonalienation of Benefits. Employees do not have any vested right to benefits under this Plan and Plan benefits shall not be subject to anticipation, alienation, pledge, sale, transfer, assignment, garnishment, attachment, execution, encumbrance, levy, lien or charge. Any attempt to anticipate, alienate, sell, transfer, assign, pledge, encumber, charge or otherwise dispose of any right to Plan benefits shall be void, except to the extent required by law. 4-1

14 4.4 Erroneous or Excessive Payments. In the event any payment is made under this Plan to any individual who is not entitled to such payment (whether such payment is made as the result of a mistake of fact or law), the individual shall return such erroneous or excessive payment(s). The Administrator shall have the right to bring legal action to recover such amounts and/or reduce future payments due to such individual by the amount of any such erroneous or excessive payment(s). This provision shall not limit the rights of the Administrator to recover such overpayments in any other manner. 4.5 Contrary Representations. No employee, officer, or director of any Employer has the authority to alter, vary, or modify the terms of the Plan except by means of an authorized written amendment to the Plan. No verbal representations contrary to the terms of the Plan and its written amendments shall be binding upon the Plan, the Administrator, or any Employer. 4.6 No Funding. No individual shall acquire, by reason of this Plan, any right in or title to any assets, funds, or property of any Employer. Any benefits that become payable under the Plan are unfunded obligations of the Employer and shall be paid from that Employer s general assets. No employee, officer, director or agent of any Employer guarantees in any manner the payment of benefits under this Plan. As an unfunded welfare benefit plan, benefits are not guaranteed by the Pension Benefit Guarantee Corporation or any other governmental unit. 4.7 Applicable Law. This Plan shall be governed and construed in accordance with ERISA and in the event that any references shall be made to state law, the laws of the State of Minnesota shall apply without regard to choice of law provisions. 4.8 Severability. If any provision of the Plan is found, held, or deemed by a court of competent jurisdiction to be void, unlawful or unenforceable under any applicable statute or other controlling law, the remainder of the Plan shall continue in full force and effect. 4.9 No Employment Guarantee. The establishment of this Plan, its amendments and the granting of a benefit pursuant to the Plan shall not give any Employee or any other person the right to continued employment with the Employer, or limit the right of the Employer to dismiss or impose penalties upon the person or modify the terms of employment of the person. 4-2

15 SECTION 5: ERISA LEGAL RIGHTS AND OBLIGATIONS This section describes your rights under the Employee Retirement Income Security Act of 1974 (as amended) ("ERISA"). Employees are entitled to certain rights and protections pursuant to the Employee Retirement Income Security Act of 1974 ("ERISA"). If you have a question about the Plan, how it is run and how it affects you, you should contact the Administrator. ERISA provides that all Plan Employees shall be entitled to: 5.1 Receive Information About Your Plan and Benefits a. Examine without charge at the Employer s office and at each Employer location at which at least 50 Employees are customarily working, 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. b. Obtain, upon written request to the Administrator, copies of documents governing the operation of the Plan, including copies of the latest annual report (Form 5500 series) and updated summary plan description. The Administrator may make a reasonable charge for the copies. 5.2 Prudent Actions by Plan Fiduciaries In addition to creating rights for Plan Employees, ERISA imposes duties on the people who are responsible for the operation of the Plan. The people who operate the Plan, the Administrator and other appointed advisors called "fiduciaries" of the Plan, have a duty to operate the Plan prudently and in the interest of you and other Employees. 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 payment or exercising your rights under ERISA. 5.3 Enforce Your Rights If your claim for payment 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 the above rights. For instance, if you request materials 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 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 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 after exhausting the Plan s claims procedures. 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 5-1

16 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. 5.4 Assistance with Your Questions If you have any questions about the Plan, you should contact the 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 Administrator, you should contact the nearest Area Office of the Employee Benefits Security Administration, U.S. Department of Labor, listed in your telephone directory or the Division of Technical Assistance and Inquiries, 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. 5-2

17 SECTION 6: PLAN INFORMATION You may need to contact the Employer or the Administrator if you have any questions regarding the Plan. The following information will help you to do this. Plan Name Type of Plan Type of Administration Plan Sponsor Plan Administrator Thrivent Financial Welfare Benefits Wrap Plan This Thrivent Financial for Lutherans Home Office Employees Short Term Disability Plan is one component program of such plan. Welfare plan providing short term disability benefits Contract administration Thrivent Financial for Lutherans 4321 North Ballard Road Appleton, WI Thrivent Financial for Lutherans Employee Benefits Administration Committee 625 Fourth Ave. So. Minneapolis, MN ext Agent for Service of Legal Process Thrivent Financial for Lutherans General Counsel 625 Fourth Ave. So. Minneapolis, MN Service of process may also be made upon the Plan Administrator. Plan Sponsor Identification Number Plan Identification Number 503 Other Participating Employers Thrivent Investment Management, Inc. Thrivent Trust Company Thrivent Financial Investor Services PREPARE/ENRICH, LLC Plan Year January 1 through December