Exhibit 10.13


 


THE MANITOWOC COMPANY,
INC.


 


SEVERANCE PAY PLAN


 

















 


THE MANITOWOC COMPANY, INC.


SEVERANCE PAY PLAN


 


TABLE OF
CONTENTS


 


	
  Introduction

  	
  1

  
	
   

  	
   

  
	
  This document sets forth the
  terms of The Manitowoc Company, Inc. Severance Pay Plan as it applies to
  individuals employed in the United States. You should review this document
  carefully so that you will better understand your rights and benefits under
  the Plan.

  	
   

  
	
   

  	
   

  
	
  Terms and Conditions

  	
  2

  
	
   

  	
   

  
	
  This document uses a number of
  specific legal 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 legal 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.

  	
   

  
	
   

  	
   

  
	
  Severance Benefits

  	
  4

  
	
   

  	
   

  
	
  The Plan will provide selected
  Eligible Employees with severance benefits that are designed to meet the
  specific facts and circumstances of each such termination. Severance benefits
  do not need to be uniform and no Employee shall have any right to any
  benefits or to any form of benefits except to the extent provided in a valid
  written severance offer from an authorized representative of Manitowoc and,
  if applicable, subject to the terms of a required Release Agreement.

  	
   

  
	
   

  	
   

  
	
  Application for Benefits

  	
  6

  
	
   

  	
   

  
	
  In order to receive your
  benefits, you must file an application for such benefits with the Plan
  Administrator. This section describes the application process and your right
  to have a decision regarding your benefits reviewed.

  	
   

  
	
   

  	
   

  
	
  Miscellaneous Information

  	
  8

  
	
   

  	
   

  
	
  The following information is
  important to your understanding of the Plan and is provided to further
  clarify how the Plan operates.

  	
   

  
	
   

  	
   

  
	
  Legal Rights and Obligations

  	
  12

  
	
   

  	
   

  
	
  This section describes your
  rights under the Employee Retirement Income Security Act of 1974 (as amended)
  (“ERISA”).

  	
   

  
	
   

  	
   

  
	
  Plan Administration

  	
  14

  
	
   

  	
   

  
	
  You
  may need to contact Manitowoc or the Plan Administrator if you have any
  questions regarding the Plan. The following information will help you to do
  this.

  	
   

  



 

















 


This document sets forth the terms of The Manitowoc
Company, Inc. Severance Pay Plan as it applies to individuals employed in
the United States.  You should review
this document carefully so that you will better understand your rights and
benefits under the Plan.


 


The Manitowoc
Company, Inc. (“Manitowoc”) has amended and restated the Manitowoc Company, Inc.
Severance Pay Plan (the “Plan”), as set forth herein.  The Plan is designed to help employees of
Manitowoc and Related Employers to understand how severance benefits are
determined and administered.  No employee
is guaranteed to receive any benefits under this Plan.


 


The Plan is an unfunded welfare benefit plan for
purposes of ERISA and a severance pay plan within the meaning of United States
Department of Labor regulations Section 2510.3-2(b).  The Plan is also intended to be exempt from
the application of Code Section 409A.


 


This booklet
serves as both the Plan document and summary plan description effective as of January 1,
2009.  This booklet supersedes any prior
version of the Plan and the Plan itself supersedes any other severance plan,
program, policy or other similar arrangement, whether formal or informal, if
any, previously maintained by Manitowoc or any other Related Employer.  To the extent that any provision in this
booklet is ambiguous or to the extent that it is unclear how the terms should
apply in a specific situation, then Manitowoc has the sole discretionary
authority to interpret and apply this Plan.


 


This booklet is
not intended to provide you with tax or legal advice regarding your benefits
under the Plan.


 


1

















 


This document uses a number of specific legal 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 legal 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.


 


(a)           Code.  The Code refers to the Internal Revenue Code
of 1986, as amended from time to time, and as interpreted by applicable
regulations and rulings.


 


(b)           Eligible
Employees.  The Plan is available
only to employees of Manitowoc and other Related Employers. An employee who is
covered under a collective bargaining agreement is not eligible to receive any
benefits under this Plan.


 


(c)           ERISA.  The Employee Retirement Income Security Act
of 1974, as amended from time to time, and as interpreted by applicable
regulations and rulings.


 


(d)           Manitowoc.  Manitowoc refers to The Manitowoc Company, Inc.
and any successor thereto.  Any action or
authority designated to Manitowoc under this Plan may be exercised by Manitowoc’s
Board of Directors or any delegate or designee of the Board of Directors.


 


(e)           Participant.  A Participant shall refer only to an Eligible
Employee who is entitled to receive severance benefits in accordance with a
written communication from an authorized representative of Manitowoc.  That written communication will describe all
benefits that will be provided for an individual Participant in this Plan.  Eligible Employees may also be required to
execute a valid Release Agreement in order to become a Participant in the Plan
and receive severance benefits under the Plan.


 


(g)           Plan.  The Manitowoc Company, Inc. Severance
Pay Plan, as stated herein and as amended from time to time.


 


(h)           Plan
Administrator.  Manitowoc serves as
the Plan Administrator and shall be the named fiduciary that controls and
manages the operation and administration of the Plan.


 


(i)            Plan Year.  The calendar year.


 


(j)            Related Employer.  Any entity that is related to Manitowoc (as
determined under Code Sections 414(b), (c) or (m)) which, consistent with
written authorization of Manitowoc’s 


 


2

















 


Board of Directors or its
express delegate(s), has adopted this Plan. 
As of the date of this Plan document, the following entities are Related
Employers under this Plan: All Manitowoc subsidiaries with employees in the
United States.  By its adoption of this
Plan, a Related Employer shall be deemed to appoint Manitowoc as its exclusive
agent to exercise on its behalf all power and authority conferred under this
Plan.  Manitowoc’s authority to act as
such agent shall continue until this Plan is terminated by Manitowoc or as to
that respective Related Employer.


 


(k)           Release Agreement.  A written agreement prepared by an authorized
representative of Manitowoc which sets forth the specific severance benefits
offered to the Eligible Employee and requires a release of any claims that the
Eligible Employee might have against Manitowoc and/or any Related Employer(s) and
employees, agents and officers of Manitowoc and all Related Employers and other
similarly situated individuals.  When
preparing a Release Agreement, Manitowoc shall act in its capacity as an
employer and not in any fiduciary capacity under ERISA.  Manitowoc need not use the same Release
Agreement for each Eligible Employee.


 


3

















 


SEVERANCE
BENEFITS


 


The Plan will provide
selected Eligible Employees with severance benefits that are designed to meet
the specific facts and circumstances of each such termination.  Severance benefits do not need to be uniform
and no Employee shall have any right to any benefits or to any form of benefits
except to the extent provided in a valid written severance offer from an
authorized representative of Manitowoc and, if applicable, subject to the terms
of a required Release Agreement.


 


SEVERANCE BENEFITS


 


All severance benefits under this Plan are provided at
Manitowoc’s sole discretion and need not be uniform among all employees.  In deciding whether to offer any benefits
under this Plan, Manitowoc shall act in its capacity as an employer, and not in
any fiduciary capacity under ERISA.  No
employee of Manitowoc or any Related Employer shall receive any severance,
termination or other similar benefits unless offered under this Plan.


 


Notwithstanding the fact that this Plan does not offer
or guarantee any specific benefits for any Eligible Employee, Manitowoc will
generally consider two different types of severance benefits: (a) taxable
Severance Pay; and (b) Reimbursement of COBRA Expenses.  The Board of Directors and the Compensation
Committee of Manitowoc have the exclusive authority to authorize severance
benefits for elected officers of Manitowoc. 
The Board of Directors and the Compensation Committee have also granted
both the Chief Executive Officer and the Senior Vice President of Human
Resources and Administration of Manitowoc the power to individually authorize
Plan benefits to other employees of Manitowoc and each Related Employer.  No one other than the Board of Directors or
the Compensation Committee of Manitowoc, or the individuals designated above
shall have any authority to offer or authorize any severance benefits to any
employee of Manitowoc or any Related Employer.


 


(a)           Severance
Pay. Manitowoc may agree to provide cash severance payments to a
Participant in either a single lump-sum or in a series of ongoing payments.  Ongoing payments may be limited such that
they will end or be reduced to the extent that a Participant secures
alternative employment.  The Plan
Administrator shall be responsible for determining whether Manitowoc has agreed
to provide an Eligible Employee with such benefits and determining whether a
Participant continues to be eligible to receive any ongoing benefits under that
arrangement.


 


(b)           Reimbursement
of COBRA Expenses. Manitowoc may also agree to reimburse a Participant for
some or all of his or her COBRA Expenses for a specified period of time.  In order to be eligible for the Reimbursement
of COBRA Expenses, the Participant must execute a valid election pursuant to
the Consolidated Omnibus Budget Reconciliation Act of 1985 (“COBRA”) within the
applicable time requirements.  The
Participant must submit proof of COBRA expenditures to the Plan Administrator,
and the Plan Administrator shall issue appropriate reimbursements in a 


 


4

















 


timely manner.  Reimbursements
for COBRA Expenses may be provided for any period of time and need not be tied
to the length or duration of severance benefits noted above.


 


(c)           Additional
Benefits or Perquisites.  Manitowoc
shall have the authority to provide additional or alternative benefits in
addition to or in lieu of the Severance Pay and/or Reimbursement of COBRA
Expenses referenced above.


 


Manitowoc intends for the payments under this
Agreement to be exempt from the application of Code Sections 409A and 280G, but
does not guarantee any specific tax results for any individual employee.  With the preceding intent in mind, Manitowoc
shall not knowingly provide any benefit under this Plan unless such benefit,
when considered together with all other compensation and benefits, qualifies
for one or more of the exemptions set forth in Treasury Regulation Sections
1.409A-1(b)(4) (short-term deferrals), 1.409A-1(b)(5) (stock and
equity-based compensation exclusions), 1.409A-1(b)(9) (separation pay
plans) and/or 1.409A-1(b)(10) (legal settlements).  Similarly, Manitowoc shall not knowingly
provide any benefit under this Plan unless, when considered together with all
other compensation and benefits, such benefits will not constitute excess parachute
payments under Code Section 280G.


 


WAIVER AND RELEASE


 


Some or all of any benefits provided under this Plan
may be conditioned upon the Participant’s execution of a valid and binding
Release Agreement.  If Manitowoc does
require a Release Agreement and that Release Agreement allows the Participant
to revoke his or her release after it has been signed, then all benefits that
have been conditioned upon the execution of that Release Agreement shall be
deferred until after that revocation period has expired, and such benefits will
be conditioned upon the individual not revoking that Release Agreement.


 


PAYMENT


 


Severance benefits will be paid in accordance with such
schedule as Manitowoc establishes at the time that severance benefits are
offered under this Plan.  All legally
required taxes and any sums owing to Manitowoc or any other Related Employer
shall be deducted from the severance benefits otherwise paid under this Plan.


 


5

















 


In order to receive your benefits, you must file an
application for such benefits with the Plan Administrator.  This section describes the application
process and your right to have a decision regarding your benefits reviewed.


 


FILING AN
APPLICATION


 


If you (or your
beneficiary) believe that you are entitled to a benefit under the Plan, you
should submit an application for benefits (a claim) to the Plan
Administrator.  Your application should
be in writing, and may be required to be on a form provided by the Plan
Administrator.


 


DECISION
ON APPLICATION


 


Unless special
circumstances exist, the Plan Administrator will process an application within
ninety (90) days after the application is filed.  Within that ninety- (90-) day period, you
should receive either a notice of the decision or a notice that: (a) explains
the special circumstances which are causing the delay; and (b) sets a
date, no later than one hundred and eighty (180) days after the
Administrator received your application, by which the Administrator expects to
render the final decision.


 


LACK OF
NOTICE


 


If you do not
receive a notice within the time described above, you can assume that your
claim has been denied, and you may file a request for appeal as described
below.


 


DENIAL OF
CLAIM


 


If the Plan
Administrator partially or wholly denies your application for benefits, you
will receive a written notice which will include: (a) the specific reason or
reasons for the denial; (b) specific references to pertinent provisions of
the Plan document 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 needed; and (d) the steps you must take to appeal the
denial of your claim.  You may file a
request for appeal as described below.


 


6

















 


RIGHT TO
APPEAL A DENIED CLAIM


 


You or your duly
authorized representative may file a written appeal of the denial with the Plan
Administrator no later than sixty (60) 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 pertinent Plan
documents when preparing your request.


 


FINAL
DECISION ON APPEALED CLAIM


 


In most instances,
the Plan Administrator will issue a final decision on an appeal within sixty
(60) days after the Plan Administrator receives the appeal request.  If the Plan Administrator is unable to
process your appeal within sixty (60) days, you will receive an extension
notice before the sixty- (60-) day period expires.  The extension notice will include: (a) the
special circumstances (such as the need to hold a hearing) which are causing
the delay; and (b) the date, no later than one hundred and twenty
(120) days after the date the Plan Administrator received your written
appeal, by which the Administrator expects to render the final decision.  The Plan Administrator’s decision will
explain the reasons for the decision and will refer to the provisions of the
Plan document 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 follow the claim application
and appeal procedures set forth in 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.


 


7
















 


The
following information is important to your understanding of the Plan and is
provided to further clarify how the Plan operates.


 


PLAN
ADMINISTRATOR


 


Manitowoc has the exclusive right to serve as the Plan
Administrator or to appoint another individual, entity, or group of individuals
or entities to serve as the Plan Administrator. 
Any person or entity appointed to serve in lieu of Manitowoc may resign
at any time by filing a written notice of resignation with Manitowoc and may be
removed at any time by Manitowoc.


 


The Plan Administrator shall administer the Plan in
accordance with its terms and shall have all powers necessary to effectuate the
provisions of the Plan.  The Plan
Administrator shall have the exclusive right to interpret the Plan, shall determine
all questions arising in the administration, interpretation and application of
the Plan documents, to resolve ambiguities, inconsistencies and omissions
related thereto, and shall, from time to time, formulate and issue such rules and
regulations as may be necessary for the purpose of administering the Plan.  Any interpretation, determination, rule or
regulation issued by the Plan Administrator shall be conclusive and binding on
all persons.   In any review of such an
interpretation, determination, rule or regulation, the Plan Administrator’s
decision shall be given deference and shall be set aside by a reviewing
tribunal only in the event the Plan Administrator acted in an arbitrary and
capricious manner.


 


The Plan Administrator and all fiduciaries of this
Plan shall discharge their duties with respect to the Plan solely in the
interest of the Eligible Employees, for the exclusive purpose of providing
benefits to Eligible Employees and their beneficiaries and deferring reasonable
expenses of administering the Plan with care, skill, prudence and diligence
under the circumstances then prevailing that a prudent man acting in a like
capacity and familiar with such matters would use and in accordance with the
Plan documents and instruments, insofar as such documents and instruments are
consistent with the provisions of ERISA and any acts amendatory thereto.


 


The Plan Administrator shall maintain accounts showing
the fiscal transactions of the Plan and such books and records as may be
necessary to comply with ERISA, governmental regulations issued thereunder and
other applicable law.  The Plan
Administrator shall timely file or cause to be timely filed, all annual
reports, financial and other statements as may be required of the Plan
Administrator by any federal or state statute, agency or authority. The Plan
Administrator shall timely furnish or cause to be furnished, all such reports,
statements and other documents as may be required by any federal or state
statute, agency or authority to be furnished by the Plan Administrator to any
Eligible Employee, beneficiary or interested party.


 


8

















 


The Plan Administrator shall have the authority to
accept service of process on behalf of the Plan.


 


To the extent that a fiduciary may be relieved of
liability under Section 410(a) of ERISA for a breach of any
responsibility, obligation or duty imposed by Title 1, Part 4 of ERISA, no
fiduciary shall be liable for any action or failure to act hereunder, except
for bad faith, willful misconduct or gross negligence.  To the extent that a fiduciary may be
relieved of liability under Section 410(a) of ERISA for a breach of another
fiduciary of any responsibility, obligation or duty imposed by Title 1, Part 4
of ERISA, no fiduciary shall be personally liable for a breach committed by any
other fiduciary, unless the fiduciary:  (a) knowingly
participated in or knowingly concealed a breach by such other fiduciary; (b) by
his failure to comply with his fiduciary duties, has enabled such other
fiduciary to commit a breach; or (c) has failed to make reasonable efforts
under the circumstances to remedy the breach of another fiduciary of which he
has knowledge.  To the same extent, no
fiduciary shall be personally liable for the acts or omissions of any attorney
or agent employed by a fiduciary hereunder, if such attorney or agent shall
have been selected with reasonable care.


 


PLAN
PERMANENCY


 


Manitowoc 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 to governmental regulations or other policies).   Manitowoc also reserves the right to
terminate this Plan at any time.   Any
action to amend or terminate this Plan may be taken by Manitowoc’s Board of
Directors or its express delegate(s).


 


LIMITATION ON LIABILITY


 


In no event shall the
Plan Administrator or any employee, officer or director of the Plan
Administrator incur any liability for any act or failure to act unless such act
or failure to act constitutes a lack of good faith, willful misconduct or gross
negligence with respect to the Plan.


 


COMPLIANCE
WITH ERISA


 


Notwithstanding any other
provisions of this Plan, a fiduciary or other person shall not be relieved of
any responsibility or liability for any responsibility, obligation or duty
imposed upon such person pursuant to ERISA.


 


NONALIENATION OF
BENEFITS


 


Neither Eligible Employees nor Participants have any
vested right to benefits under this Plan. 
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.


 


9

















 


EMPLOYMENT
NOT GUARANTEED


 


The establishment of this Plan, its amendments and the
granting of a benefit pursuant to the Plan shall not give any individual the
right to continued employment with Manitowoc or any Related Employer, or limit
the right of Manitowoc or any Related Employer to dismiss or impose penalties
upon the individual or modify the terms of employment of any individual.


 


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 Plan 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 Plan Administrator to recover such overpayments in any
other manner.


 


CONTRARY REPRESENTATIONS


 


No
employee, officer, or director of Manitowoc or any Related 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 that is approved by Manitowoc’s Board
of Directors or its express delegate(s). 
No verbal representations contrary to the terms of the Plan and its
written amendments shall be binding upon the Plan, the Plan Administrator,
Manitowoc or any Related Employer.


 


NO FUNDING


 


No individual shall
acquire, by reason of this Plan, any right in or title to any assets, funds, or
property of Manitowoc or any Related Employer. 
Any severance pay benefits that become payable under the Plan are
unfunded obligations of Manitowoc and shall be paid from Manitowoc’s general
assets.  No employee, officer, director
or agent of Manitowoc or any Related Employer guarantees in any manner the
payment of benefits under this Plan.


 


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 internal laws of the State of
Wisconsin shall apply.


 


10

















 


OFFSET


 


The benefits payable
under this Plan, if any, are the maximum amount made available to any employee
of Manitowoc and each Related Employer due to an involuntary termination of
employment.  To the extent that a
federal, state or local law may mandate that Manitowoc or a Related Employer
make a payment to any individual due to his or her involuntary termination of
employment, that individual’s benefit(s) under this Plan, if any, shall be
reduced by such amount.


 


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.


 


11

















 


This
section describes your rights under the Employee Retirement Income Security Act
of 1974 (as amended) (“ERISA”).


 


Eligible Employees
are entitled to certain rights and protections pursuant to the Employee
Retirement Income Security Act of 1974 (“ERISA”).  Each Employer and the Plan Administrator
intends to operate the Plan fairly and to comply fully with ERISA.  If you have a question about the Plan, how it
is run and how it affects you, you should contact the Plan Administrator.  ERISA provides that all Plan participants
shall be entitled to:


 


(a)           Examine without charge at Manitowoc’s
office and at each Related Employer location, all Plan documents, including
insurance contracts and copies of all documents filed by the Plan with the U.S.
Department of Labor, such as detailed annual reports and Plan descriptions.


 


(b)           Obtain copies of all Plan documents
and other Plan information upon written request to the Plan Administrator; the
Plan Administrator may make a reasonable charge for the copies.


 


(c)           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.


 


In addition to
creating rights for Plan participants, ERISA imposes duties on the people who
are responsible for the operation of the Plan. 
The people who operate the Plan, the Plan 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 Eligible
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.  If your claim for
payment is denied in whole or in part, you must receive a written explanation
of the reason for the denial.  You have
the right to have the Plan review and reconsider your claim.  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 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.  If it should
happen 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.)


 


12

















 


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 pursuant to ERISA, you should contact the
nearest office of the Employee Benefits Security Administration, U.S.
Department of Labor.


 


13

















 


You may
need to contact Manitowoc or the Plan Administrator if you have any questions
regarding the Plan.  The following information
will help you to do this.


 


	
  Plan Sponsor

  	
   

  	
  The Manitowoc Company, Inc.

  
	
   

  	
   

  	
  2400 South 44th Street

  
	
   

  	
   

  	
  Manitowoc, WI 54221-0066

  
	
   

  	
   

  	
   

  
	
  Plan Administrator and Agent For Service of Legal
  Process

  	
   

  	
  The Manitowoc Company, Inc.

  
	
   

  	
   

  	
  2400 South 44th Street

  
	
   

  	
   

  	
  Manitowoc, WI 54221-0066

  
	
   

  	
   

  	
   

  
	
  Employer Identification Number

  	
   

  	
  39-0448110

  
	
   

  	
   

  	
   

  
	
  Plan Identification Number

  	
   

  	
  528

  
	
   

  	
   

  	
   

  
	
  Plan Year

  	
   

  	
  January 1 through December 31

  



 


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