EX-10.13







Exhibit 10.13




Summary Plan Description




Pentegra Defined

Benefit Plan for

Financial Institutions




as adopted by:

Federal Home Loan Bank of

Pittsburgh




P E N T
E G R A  R E T I R E M E N T  S E R V I C E S





 









 









SUMMARY PLAN DESCRIPTION

for

Federal Home Loan Bank

of Pittsburgh

Pittsburgh, Pennsylvania




June 1, 2008




PENTEGRA DEFINED BENEFIT PLAN FOR

FINANCIAL INSTITUTIONS

108 Corporate Park Drive

White Plains, NY 10604




 









 





TO OUR MEMBERS:




We are pleased to present your Summary Plan Description. This Summary has been prepared to help
you understand the retirement plan which is provided by your employer through its participation in
the Pentegra Defined Benefit Plan for Financial Institutions (formerly known as the Financial
Institutions Retirement Fund) (the “Pentegra DB Plan”).



The Pentegra DB Plan is a large, non-profit, tax-exempt pension trust which was created in 1943.
It is administered by a professional staff under the direction of a Board of Directors comprised of
presidents of Federal Home Loan Banks and officers of various participating employers.



The Pentegra DB Plan enables financial institutions and other organizations serving them to provide
for the security of their employees. It invests the contributions made to it and, under its
Comprehensive Retirement Program (a defined benefit pension plan), it pays out retirement,
disability and death benefits.



This Summary highlights the main benefit features of your retirement plan. The Pentegra DB Plan
Regulations contain the governing provisions and should be consulted as official text in all cases.
If there is any conflict between this Summary Plan Description and the Pentegra DB Plan’s
Regulations, the Pentegra DB Plan’s Regulations will control. Either your employer or the Pentegra
DB Plan will provide you with a copy of the Regulations at your request.



Finally, please note that wherever the masculine pronoun is used in this Summary, it is intended to
include the feminine pronoun.



Board of Directors

Pentegra Defined Benefit Plan for

Financial Institutions




 









 






TABLE OF CONTENTS




	 	 	 	 	 
	 	 	Page	 
	Employee Eligibility
	 	 	1	 
	 
	Service and Salary
	 	 	2	 
	 
	- Benefit Service
	 	 	2	 
	 
	- Vesting Service
	 	 	2	 
	 
	- Salary
	 	 	2	 
	 
	Vesting
	 	 	3	 
	 
	Retirement Benefits
	 	 	4	 
	 
	- General
	 	 	4	 
	 
	- Normal Retirement (If you were hired prior to January 1, 2008)
	 	 	4	 
	 
	- Normal Retirement (If you were hired on or after January 1, 2008)
	 	 	5	 
	 
	- Early Retirement (If you were hired prior to January 1, 2008)
	 	 	6	 
	 
	- Early Retirement (If you were hired on or after January 1, 2008)
	 	 	7	 
	 
	- Disability Retirement
	 	 	8	 
	 
	- Retirement Adjustment Payment
	 	 	9	 
	 
	Death Benefit
	 	 	10	 
	 
	- Death Benefit in Active Service
	 	 	10	 
	 
	- Death Benefit in Retirement (if you were hired prior to January 1, 2008)
	 	 	10	 
	 
	- Death Benefit in Retirement (if you were hired on or after January 1, 2008)
	 	 	11	 
	 
	Optional Forms of Retirement Benefit
	 	 	12	 
	 
	Paying for the Benefits
	 	 	13	 
	 
	Your Personal Annual Statement
	 	 	13	 
	 
	Reinstatement of Membership and Service
	 	 	14	 
	 
	Leaves of Absence
	 	 	15	 
	 
	Limitations on Benefits
	 	 	16	 
	 
	Insurance of Benefits
	 	 	17	 
	 
	Disputed Claims Procedure
	 	 	17	 
	 
	Qualified Domestic Relations Orders (“QDROs”)
	 	 	17	 
	 
	Statement of ERISA Rights
	 	 	18	 
	 
	Other Plan Information
	 	 	20	 






 









 





EMPLOYEE ELIGIBILITY




Each employee must become a member when eligible and will be enrolled by his employer at that time.
An employee will be eligible for membership in the Comprehensive Retirement Program on the first
day of the month following satisfaction of his employer’s waiting period, if any. Your employer’s
current waiting period for new employees is:



Six (6) months of service




If an employee is expected by his employer to complete 1,000 hours of service in the 12 consecutive
months following his enrollment date, he will be enrolled as an active member and, as such,
will be entitled to all the benefits described in this summary. If the employee is not expected to
complete 1,000 hours of service in this 12 consecutive month period, he will be enrolled as an
inactive member and, as such, will not accrue or be entitled to any retirement or death
benefits (see Article X, Section 3 of the Regulations). Subsequently, the member will be active or
inactive depending on whether or not he completes 1,000 hours of service in each calendar year.



In counting hours, an employee will be credited with an hour of service for every hour for which he
has a right to be paid. This includes vacation, sick leave, jury duty, etc., and any hours for
which back pay may be due.



Regardless of the above, an employee will not be eligible for membership while he is in a class of
employees which his employer has obtained permission to exclude (see Article II, Section 2 of the
Regulations). Any such classes which your employer now excludes are listed directly below. (If
none are listed, this paragraph may be disregarded.)




	 	•	 	Employees who are compensated on an hourly basis.




1









 











SERVICE AND SALARY




Your benefits are based on your benefit service and salary. The period of benefit service is the
number of years and months of employment upon which benefits are determined under the Plan.



Benefit Service includes:




Prior Service - any or all employment prior to the date your employer joined the Pentegra DB
Plan for which your employer has purchased credit.



plus





Membership Service (or future service) — period of employment as an active member (see Page 1)
from enrollment to retirement, death or other termination.



For example, suppose a person joined his employer at age 35. Then 10 years later, when he was 45,
his employer joined the Pentegra DB Plan and purchased credit for his 10 years of prior service.
After 20 years of membership service he will reach the Plan’s normal retirement age (65) and will
then have 30 years of benefit service:



	 	 	 	 	 	 	 	 	 
	Prior Service

	 	+
	 	Membership Service
	 	=
	 	Benefit Service
	10 Years
	 	+
	 	20 Years
	 	=
	 	30 Years






The easy way to approximate how much benefit service you would have upon retirement at age 65 is to
subtract from 65 whatever age you were when your benefit service began.



Vesting Service is the period used to determine whether or not an employee is vested and eligible
for early retirement. It is your period of employment measured from the first day of the month in
which you were hired (but not before the earliest date your employer provided credit under any
pension plan) to the last day of the month in which you terminate employment. (Refer to Page 3
describing Vesting.)



Salary is your basic annual salary rate as of each January 1, exclusive of special payments such as
overtime, bonuses, or commissions.



2









 






VESTING




“Vested” means that you have a nonforfeitable right to a retirement benefit which you will not lose
if you terminate your employment. A member will become vested in accordance with the following
schedule:



	 	 	 
	Completed Years
	 	Vested
	of Employment
	 	Percentage
	 
	 	 
	Less than 5
	 	0
	5 or more
	 	100%






Any member who has reached age 65 is automatically 100% vested, regardless of the number of years
of employment he has completed.



Any member who terminates service after becoming fully vested is entitled to receive a retirement
benefit (see the “Retirement Benefits” section). If, for example, he is 100% vested upon
termination of employment, he would be entitled to a retirement allowance at age 65 equal to 100%
of the allowance accrued to his termination date. If he is not vested at termination, he will not
be entitled to any retirement benefit.



NOTE: See Reinstatement of Membership and Service explained later.



3









 






RETIREMENT BENEFITS




General:




The regular form of all retirement benefits provides a retirement allowance (see normal, early and
disability retirement formulas) plus a retirement death benefit (explained later). Instead of
choosing the regular form, you may select one of the optional forms as described in the “Optional
Forms of Retirement Benefit” section of this Summary.



All retirement allowances are in addition to Social Security, and are payable in monthly
installments for life. In addition, all retirement allowances must begin as of the April 1st of
the calendar year following the later of (i) the calendar year in which you reach age 701/2, or (ii)
the calendar year in which you retire (“Required Beginning Date”). However, if you are a 5% owner,
your Required Beginning Date is the April 1st of the calendar year following the calendar year in
which you reach age 701/2.



Normal Retirement (if you were hired prior to January 1, 2008):




Upon termination of employment at or after age 65, you will be entitled to a normal retirement
benefit. The formula for determining your normal retirement allowance is:



	 	 	 	 	 	 	 	 	 	 	 	 	 
	 
	 	 	 	Years of
	 	 	 	High-3
	 	 	 	Regular
	 
	 	 	 	Benefit
	 	 	 	Average
	 	 	 	Annual
	2%
	 	X
	 	Service
	 	X
	 	Salary
	 	=
	 	Allowance






Example: A member had 30 years of benefit service at termination of employment and his average
annual salary for the three (3) consecutive years of highest salary during benefit service (“High-3
Average Salary”) was $32,000. His annual retirement allowance would be:



	 	 	 	 	 	 	 	 	 	 	 	 	 
	 
	 	 	 	Years of
	 	 	 	High-3
	 	 	 	Regular
	 
	 	 	 	Benefit
	 	 	 	Average
	 	 	 	Annual
	 
	 	 	 	Service
	 	 	 	Salary
	 	 	 	Allowance
	 
	 	 	 	 
	 	 	 	 
	 	 	 	 
	2%
	 	X
	 	30 yrs. (=60%)
	 	X
	 	$32,000
	 	=
	 	$19,200






If you do not continue in your employer’s service after age 65, you may begin your normal
retirement allowance as described above or you may defer commencement of your allowance until any
time up to your Required Beginning Date.



4









 






Normal Retirement (if you were hired on or after January 1, 2008):


Upon termination of employment at or after age 65, you will be entitled to a normal retirement
benefit. The formula for determining your normal retirement allowance is:



	 	 	 	 	 	 	 	 	 	 	 	 	 
	 
	 	 	 	Years of
	 	 	 	High-5
	 	 	 	Regular
	 
	 	 	 	Benefit
	 	 	 	Average
	 	 	 	Annual
	1.5%
	 	X
	 	Service
	 	X
	 	Salary
	 	=
	 	Allowance






Example: A member had 30 years of benefit service at termination of employment and his average
annual salary for the five (5) consecutive years of highest salary during benefit service (“High-5
Average Salary”) was $32,000. His annual retirement allowance would be:



	 	 	 	 	 	 	 	 	 	 	 	 	 
	 
	 	 	 	Years of
	 	 	 	High-5
	 	 	 	Regular
	 
	 	 	 	Benefit
	 	 	 	Average
	 	 	 	Annual
	 
	 	 	 	Service
	 	 	 	Salary
	 	 	 	Allowance
	 
	 	 	 	 
	 	 	 	 
	 	 	 	 
	1.5%
	 	X
	 	30 yrs.(=45%)
	 	X
	 	$32,000
	 	=
	 	$14,400






If you do not continue in your employer’s service after age 65, you may begin your normal
retirement allowance as described above or you may defer commencement of your allowance until any
time up to your Required Beginning Date.



Retirement beyond age 65 (for those who have reached age 65 on or after July 1, 1988).




If you continue in employment beyond the Plan’s normal retirement age (65), you will receive a
benefit determined under the employer’s benefit formula based on salary and benefit service earned
beyond age 65 until actual termination of employment (regardless of age) without any increase for
delayed payment. However, the benefit will not be less than the benefit you would have had at
normal retirement age (65) actuarially increased.



Special rules apply to members who reached age 65 prior to July 1, 1988 and continued in employment
beyond that date.




5












 






Early Retirement (if you were hired prior to January 1, 2008):



If you leave your employer prior to age 65, after having become fully or partially vested (see Page
3), you will be entitled to an early retirement benefit. The retirement allowance payable at age
65 is equal to the vested amount of the normal retirement allowance accrued to your termination
date.



For employees hired prior to January 1, 2008, payment may begin as early as age 45, in which case
the allowance otherwise payable at age 65 is reduced by applying an early retirement factor based
on your age when payments begin (see below). Payment may also be deferred to any time up to your
Required Beginning Date, in which case the retirement allowance payable at age 65 will be increased
actuarially.



Example: A member terminates employment at age 61 after 26 years of benefit service (rather than
at age 65 after 30 years), and his High-3 Average Salary over such a period is $28,000. His annual
retirement allowance commencing at age 65 would be:




	 	 	 	 	 	 	 	 	 	 	 	 	 
	 	 	 	 	Years of	 	 	 	High-3	 	 	 	Regular Annual
	 	 	 	 	Benefit	 	 	 	Average	 	 	 	Allowance Payable
	 	 	 	 	Service	 	 	 	Salary	 	 	 	At Age 65
	2%
	 	X
	 	26 yrs. (= 52%)
	 	X
	 	$28,000
	 	=
	 	$14,560





If, on the other hand, the member elected to have his retirement allowance commence
immediately, the allowance payable at age 65 would be reduced by 3% for each year he is under
age 65, as follows:




	 	 	 	 	 	 	 	 	 
	Annual	 	 	 	Early	 	 	 	Regular Annual
	Allowance	 	 	 	Retirement	 	 	 	Allowance Payable
	Payable at Age 65	 	 	 	Factor (Age 61)	 	 	 	Immediately (Age 61)
	$14,560
	 	X
	 	88%
	 	=
	 	$12,812





NOTE: 88% is the early retirement factor at age 61. The reduction in allowance takes into
account that the allowance to a younger person will probably be payable for a longer period of
time. The other early retirement factors are:




	 	 	 	 	 	 	 	 	 	 	 
	Age When	 	 	 	Age When	 	 	 	Age When	 	 
	Allowance	 	 	 	Allowance	 	 	 	Allowance	 	 
	Begins	 	Factor	 	Begins	 	Factor	 	Begins	 	Factor
	45

46

47

48

49

50

51
	 	40%

43%

46%

49%

52%

55%

58%
	 	52

53

54

55

56

57

58
	 	61%

64%

67%

70%

73%

76%

79%
	 	59

60

61

62

63

64

65
	 	82%

85%

88%

91%

94%

97%

100%  





(Interpolation is made to the nearest month.)




6









 








Early Retirement (if you were hired on or after January 1, 2008):



If you leave your employer prior to age 65, after having become fully vested (see Page 3), you will
be entitled to an early retirement benefit. The retirement allowance payable at age 65 is equal to
the vested amount of the normal retirement allowance accrued to your termination date.



For employees hired on or after January 1, 2008, payment may begin as early as age 55, in which
case the allowance otherwise payable at age 65 is reduced by applying an early retirement factor
based on your age when payments begin (see below). Payment may also be deferred to any time up to
your Required Beginning Date, in which case the retirement allowance payable at age 65 will be
increased actuarially.



Example: A member terminates employment at age 61 after 26 years of benefit service (rather than
at age 65 after 30 years), and his High-5 Average Salary over such a period is $32,000. His annual
retirement allowance commencing at age 65 would be:




	 	 	 	 	 	 	 	 	 	 	 	 	 
	 	 	 	 	Years of	 	 	 	High-5	 	 	 	Regular
	 	 	 	 	Benefit	 	 	 	Average	 	 	 	Annual
	 	 	 	 	Service	 	 	 	Salary	 	 	 	Allowance
	1.5%
	 	X
	 	26 yrs (=39%)
	 	X
	 	$32,000
	 	=
	 	$12,480





If, on the other hand, the member elected to have his retirement allowance commence immediately,
the allowance payable at age 65 would be reduced as follows:




	 	 	 	 	 	 	 	 	 
	 	 	 	 	Early
Retirement	 	 	 	Regular Annual
	Annual Allowance	 	 	 	Factor	 	 	 	Allowance Payable
	Payable at 65	 	 	 	(Age 61)	 	 	 	Immediately (Age 59)
	$12,480
	 	X
	 	76%
	 	X
	 	$9,484





NOTE: The reduction in allowance takes into account that the allowance to a younger person will
probably be payable for a longer period of time. The factor is calculated by subtracting 6% for
each year between ages 60 and 65 and 4% for each year between ages 55 and 59, as noted in the
following table:




	 	 	 	 	 	 	 
	Age When Allowance	 	 	 	Age When Allowance	 	 
	Begins	 	Factor	 	Begins	 	Factor
	55
	 	50%
	 	60
	 	70%
	56
	 	54%
	 	61
	 	76%
	57
	 	58%
	 	62
	 	82%
	58
	 	62%
	 	63
	 	88%
	59
	 	66%
	 	64
	 	94%
	 
	 	 	 	65
	 	100%  






(Interpolation is made to the nearest month.)




7









 








Disability Retirement:



If, after completing one year of membership service or having been credited with five (5) years of
benefit service (not counting service during a leave of absence) but before reaching age 65, you
have to stop working because of a disability, you may be entitled to a disability retirement
benefit. Please note that, notwithstanding the foregoing, if you are on a medical leave of absence
which directly results in a subsequent disability, you may be entitled to a disability benefit.
First, you must file an application with the Pentegra DB Plan within 13 months after the date you
had to stop working. Second, you must satisfy either Test A or B below:



Test A — Certification by doctors designated by the Pentegra DB Plan that your disability
(i) prevents you from doing the kind of work for which you are fitted or trained, and (ii) is
expected to last at least 12 months from the date you had to stop working or to result in death.




or



Test B — Proof that you are eligible for disability insurance benefits under Title II of
the Federal Social Security Act.



Generally, the annual disability retirement allowance payable immediately, and for as long as you
are disabled, is the higher of (i) an amount equal to the normal retirement allowance accrued to
your termination date, or (ii) 30% of average annual salary for the five (5) highest paid
consecutive years of benefit service (“High-5 Average Salary”). However, it cannot be more than
what your normal retirement allowance would have been if you had stayed in service to age 65.



You may be required to provide evidence as often as annually that you continue to be disabled.




8









 








Retirement Adjustment Payment:

(Applicable only to those enrolled prior to July 1, 1983)



If you retire after age 55 (whether normal, early or disability retirement), you will be entitled
to a Retirement Adjustment Payment. Please note that under the provisions of the plan, you are
deemed to be retired upon your termination of employment with a deferred vested benefit. The
Retirement Adjustment Payment is a single lump sum equal to three months’ regular retirement
allowance payable when your allowance commences.



To illustrate, the annual allowance upon normal retirement would be calculated as shown on Page 4.
Assume the annual retirement allowance was $9,300, then in addition to such allowance, the member
would receive a Retirement Adjustment Payment as follows:




	 	 	 	 	 	 	 
	Regular	 	 	 	 	 	Retirement
	Annual	 	 	 	 	 	Adjustment
	Allowance	 	 	 	 	 	Payment
	$9,300
	 	÷                 12      =
	 	$775 (per month) X 3 =
	 	$2,325





Note: For purposes of determining your Retirement Adjustment Payment, service on or after
January 1, 2008 will not be taken into account.




9









 









DEATH BENEFIT




In Active Service:



If a member dies in active service, his beneficiary would be entitled to a lump sum death benefit
equal to 100% of the member’s last 12 months’ salary, plus an additional 10% of such salary for
each year of benefit service until a maximum of 300% of such salary is reached for 20 or more
years, plus a refund of his own contributions, if any, with interest.



Example: A member dies after 15 years of benefit service and his last 12 months’ salary is
$12,000. His beneficiary would get:




	 	 	 	 	 	 	 	 	 	 	 	 	 
	 	 	 	 	Last 12 Months	 	 	 	Lump Sum
	 	 	 	 	Salary	 	 	 	Death Benefit
	250%

	 	X
	 	$	12,000	 	 	=
	 	$	30,000	 





Either the member or beneficiary may elect to have his benefit or the retirement death benefit
described below paid in the form of installments over a period of up to 10 years or a lifetime
annuity. (See the Regulations for further explanation.)



If a member dies after becoming eligible for early retirement his beneficiary would receive the
higher of (i) the active service death benefit described above, or (ii) the retirement death
benefit described below (as if the member had retired on the first day of the month in which he
died).



In Retirement (if you were hired prior to January 1, 2008):



The regular form of all retirement benefits (normal, early or disability) includes not only a
retirement allowance, but also a lump sum retirement death benefit which is 12 times the annual
retirement allowance less the sum of such allowance payments made before death.



Example: A member dies two (2) years after retirement. His regular annual retirement allowance was
$10,000. The member’s death benefit is illustrated below:




	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	Annual	 	 	 	Initial Death	 	 	 	Allowance	 	 	 	 
	Retirement	 	 	 	Benefit At	 	 	 	Payments	 	 	 	Lump Sum
	Allowance	 	 	 	Retirement	 	 	 	For 2 Years	 	 	 	Death Benefit
	$10,000

	 	X     12      =
	 	$	120,000	 	 	less
	 	$	20,000	 	 	=
	 	$	100,000	 





All retirement allowances continue for life, even though under the regular form there would be no
death benefit payable after 12 years.



NOTE: If a retiree should die before his allowance payments start (as in the case of an early or
normal retiree with deferred allowance), the death benefit would be 12 times the regular annual
allowance which would have been payable had his allowance commenced as of the first day of the
month in which he died.




10









 








In Retirement (if you were hired on or after January 1, 2008):



The regular form of all retirement benefits (normal, early or disability) is guaranteed for the
life of the retiree but not less than 120 monthly installments. If a retiree dies before 120
monthly installments have been paid, his beneficiary would be entitled to the commuted value of
such unpaid installments paid in a lump sum. Either the member or beneficiary may elect to have
this benefit paid in the form of installments.



For example, if a retiree with a monthly allowance of $500 should die after receiving payments for
20 months, the commuted value of the 100 remaining monthly installments (120 minus 20) will be paid
to his beneficiary. Commuted value is the present amount that would be sufficient, taking into
account interest earned, to pay a series of future payments. Therefore, the amount of this death
benefit would be something less than 100 times the $500 monthly allowance because these payments
would have been paid to the retiree in the future over 100 months.



NOTE: If a retiree should die before his allowance payments start (as in the case of an early
retiree or normal retiree who has deferred payment), the death benefit would be equal to the
commuted value of 120 monthly retirement allowance installments, which would have been payable had
his allowance commenced on the first day of the month in which he died.




11









 









OPTIONAL FORMS OF RETIREMENT BENEFIT



At any time before your retirement allowance begins, you may elect to convert your regular
retirement allowance and death benefit (described previously) to an optional form of benefit. The
amount of each Option in which you are interested will be determined and communicated to you at
retirement.



These Options are:





	1 – 	  	A higher allowance payable for life and no further benefit upon death.
	 
	2 – 	 	 A joint and survivor allowance which would continue at the rate of 100% to your contingent
annuitant if he or she survives you. If both you and your contingent annuitant die before 120
monthly installments have been paid, the commuted value of such unpaid installments would be
paid in a lump sum to your beneficiary.
	 
	3 – 	 	 A joint and survivor allowance which would continue at the rate of 50% to your contingent
annuitant if he or she survives you.
	 
	4 – 	 	 A revised retirement allowance during your life with some other benefit payable upon
your death, subject to certain limitations and approval of the Pentegra DB Plan.
	 
	5 – 	 	 A single lump sum settlement in lieu of any monthly allowance and death benefit. If you
were hired prior to January 1, 2008, this Option may be elected if you retire after reaching
age 45 (age 55 if you were hired on or after January 1, 2008) or if you are an early retiree
and defer commencement of your benefit until age 45 or 55, whichever applies. The election of
this Option requires written consent of your spouse, if any.
	 
	6 – 	 	 A partial lump sum settlement equal to 25%, 50% or 75% of the total benefit and a monthly
allowance for the remainder of the benefit which must commence at the time of the partial lump
sum settlement. This Option may be elected if you retire after reaching age 45 or if you are
an early retiree and defer commencement of your benefit until such age. The election of this
option requires written consent of your spouse, if any.




NOTE: The death benefit of a deceased retiree or member who was eligible for early retirement, who
(i) is survived by a spouse, and (ii) has not made any election with respect to his death benefit
or retirement benefit, will be paid to the surviving spouse in an amount equal to a lifetime
annuity of at least 50% of the retiree’s allowance had he elected Option 3 above. This benefit may
be paid in the form of a lump sum or in installments of equivalent value




12









 








PAYING FOR YOUR BENEFITS



All contributions made to the Plan on your behalf are actuarially determined. Your employer has
elected to pay the full cost of your benefits. You, as an employee, do not contribute while on the
“non-contributory basis.”



Special Note to any Member who has “Accumulated Contributions” with the Pentegra DB Plan:



If you made personal contributions to the Pentegra DB Plan while your present or previous employer
was on the contributory basis and if those contributions have not been refunded to you, you are
fully vested in the value of such contributions plus interest (“accumulated contributions”). This
means that if you terminate employment, you may request a refund of such accumulated contributions.
If you terminate before becoming fully or partially vested in a retirement benefit, the
refund will be in lieu of all other benefits. If you terminate after becoming fully or
partially vested in an early or normal retirement benefit (refer to Page 3 describing Vesting), the
refund will be in lieu of that portion of your retirement benefit which is attributable to your
accumulated contributions. The remaining portion, attributable to your employer’s contributions,
will be payable as a reduced retirement benefit.



Your accumulated contributions will be shown on your Personal Annual Statement (see below).




YOUR PERSONAL ANNUAL STATEMENT

(Keeping You Informed)



Every year the Pentegra DB Plan prepares a Personal Annual Statement for each member. This
statement shows as of each January 1 your periods of accrued vesting and benefit service and the
status of your retirement and death benefits. These statements are sent to your employer for
distribution in or about the following March.




13









 








REINSTATEMENT OF MEMBERSHIP AND SERVICE



If you leave employment before becoming vested (see Page 3), but become reemployed by the same or
another employer participating in this Program, you will be reenrolled immediately. If the period
of your break in service (i.e., the period between your termination and reemployment) was not
longer than 60 months, then your previous vesting service will be reinstated, and if your break in
service was not longer than 12 consecutive months, then you will also receive vesting service
credit for the period of your break. If the period of your break in service exceeded 60 months but
was not longer than the period of your vesting service before becoming vested, and your break in
service was equal to or exceeded the greater of 60 consecutive months or your previous vesting
service, upon reemployment you will be treated as a new employee upon reemployment.



Upon reinstatement of your vesting service, your previous benefit service will also be reinstated
if you repay within five years of your reemployment or the date you incurred a break in service of
at least 60 months, any accumulated contributions which were refunded to you with interest to the
date of such repayment.



For example, if you terminated service and had completed one year (i.e., 12 months) of vesting
service, you would not be vested in a retirement benefit and would be entitled only to a refund of
your own contributions, if any, plus interest. However, if you returned to service with any
participating employer within 60 months, your previous vesting service would be reinstated and your
previous benefit service would also be reinstated if you repaid with interest any contributions
that had been refunded to you.



If you leave employment with a vested benefit, commence receiving benefits, and then are reemployed
as an active member by a participating employer, you will be reenrolled immediately and given the
option, within six months following reemployment as an active member, to make an irrevocable
election to continue to receive the payment of your Retirement Allowance or to suspend the payment
until subsequent termination of service. If no election is made, the payment of your Retirement
Allowance will continue in the form of payment previously chosen. Upon your subsequent retirement,
your retirement benefit will be based upon your benefit service before and after your prior
retirement and your salary during that service, but will be actuarially reduced for any such
benefit already paid.





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LEAVES OF ABSENCE



There are three types of approved leaves of absence which may be granted on a uniform basis by your
employer during which your Plan membership continues.



Type 1 – Non-military leave for up to one year during which all contributions continue.
Both vesting and benefit service continue to accrue during this leave.



Type 2 – Non-military leave for up to one year during which all contributions are
discontinued. During this leave, vesting service continues to accrue, but benefit service does
not. The accrual of benefit service will resume when your leave terminates and your contributions
resume.



Military Leave of Absence – Qualified military service leave as provided under Section
414(u) of the Internal Revenue Code. Upon reemployment such leave will constitute service with
your employer for purposes of determining vesting, eligibility and benefit accruals.



Any benefit for which you are otherwise eligible (subject to any restrictions under Disability
Retirement) may become payable during a Type 1 leave. However, no benefit, other than the refund
of your contributions, if any, is payable on account of your disability or death incurred during a
Type 2 leave. However, if you are eligible for early retirement and die during such leave, your
beneficiary will receive the retirement death benefit described previously which would have been
payable if you had retired on the first day of the month in which your death occurred.




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LIMITATIONS ON BENEFITS





	 	•	 	No benefit is payable by the Pentegra DB Plan unless the required contributions and
application forms have been received by the Plan.
	 
	 	•	 	Internal Revenue Service (IRS) requirements impose certain limitations on the amount of
benefits that may be paid under this and other qualified retirement plans. (See Article
XI of the Pentegra DB Plan Regulations.) These limitations normally affect only the
highest-paid employees and are subject to adjustment in accordance with IRS regulations.
The dollar limit on annual benefits payable from a defined benefit plan is $185,000 in
2008, actuarially reduced for benefits commencing before age 62 and increased for benefits
commencing after age 65. If an employee has less than 10 years of vesting service or is
under age 65 when he retires, or if his employer has two (2) plans in effect, his benefits
are subject to further restrictions.
	 
	 	•	 	If an employer should withdraw from the Pentegra DB Plan (see Article XII of the
Regulations), and establish a comparable defined benefit plan as a qualified successor
plan, all liabilities of such employer under the Pentegra DB Plan must be transferred to
the qualified successor plan. If an employer should withdraw from the Pentegra DB Plan
without establishing a qualified successor Plan, all liabilities of the employer under the
Pentegra DB Plan must be annuitized through an insurance company selected by the Pentegra
DB Plan. Limits may be imposed upon the benefits of certain higher-paid employees if an
employer withdraws from the Pentegra DB Plan within 10 years after the later of its
commencement date or the effective date of any change which increases benefits. (See
Article XI, Section 1(c) of the Regulations).
	 
	 	•	 	Amounts payable by the Pentegra DB Plan may not be assigned, and if any person entitled
to a payment attempts to assign it, his interest in the amount payable may be terminated
and held for the benefit of that person or his dependents.
	 
	 	•	 	Your employer’s continued participation is subject to IRS approval and any requirements
it may impose.




16









 











INSURANCE OF BENEFITS



Benefits under the Plan are insured by the Pension Benefit Guaranty Corporation (PBGC) if the
Pentegra DB Plan terminates. Generally, the PBGC guarantees most vested normal retirement age
benefits, early retirement benefits, and certain disability and survivor pensions. However, the
PBGC does not guarantee all types of benefits under covered plans, and the amount of benefit
protection is subject to certain limitations.



The PBGC guarantees vested benefits at the level in effect on the date of Plan termination.
However, if prior to the termination of a plan, the employer has been participating for less than
five (5) years, or if benefits have been increased within the past five years, the whole amount of
the vested benefits or the vested increase may not be guaranteed. In addition, there is a ceiling
on the amount of monthly benefit the PBGC guarantees, which is adjusted periodically. A withdrawal
of your employer from participation in the Pentegra DB Plan is not a plan termination under this
paragraph, and only those benefits provided under Article XII of the Pentegra DB Plan Regulations
are payable in the event of such a withdrawal.



For more information on the PBGC insurance protection and its limitations, ask the Plan
Administrator or the PBGC. Inquiries to the PBGC should be addressed to the PBGC’s Technical
Assistance Division, 1200 K Street N.W., Suite 930, Washington, D.C. 20005 — 4026 or call
202-326-4000 (not a toll free number). TTY/TTD users may call the federal relay service toll free
at 1-800-877-8339 and ask to be connected to 202-326-4000. Additional information about the PBGC’s
pension insurance program is available through the PBGC’s website on the Internet at
http://www.pbgc.gov. 




DISPUTED CLAIMS PROCEDURE



If you disagree with the Pentegra DB Plan with respect to any benefit to which you feel you are
entitled, you should make a written claim to the President of the Pentegra DB Plan. If your claim
is denied, you will receive written notice from him explaining the reason for the denial within 90
days after the claim is filed.



The President’s decision will be final unless you appeal such decision in writing to the Retirement
Committee of the Board of Directors of the Pentegra DB Plan at 108 Corporate Park Drive, White
Plains, New York 10604, within 60 days after receiving the notice of denial. The written appeal
should contain all information you wish to be considered. The Retirement Committee will review the
claim within 60 days after the appeal is made. Its decision will be in writing, and will include
the reason for such decision. The Committee’s decision will be final.




QUALIFIED DOMESTIC RELATIONS ORDERS (“QDROS”)



A QDRO is a judgment, decree or order which has been determined by the Pentegra DB Plan, in
accordance with the procedures established under the Pentegra DB Plan’s Regulations, to constitute
a QDRO under the Internal Revenue Code.



To obtain copies of the Pentegra DB Plan’s Model QDRO and QDRO Procedures free of charge, please
contact the Plan Administrator. (Please refer to the “Other Plan Information” section of this
Summary to obtain the Plan Administrator’s address and telephone number).




17









 








STATEMENT OF ERISA RIGHTS



As a member in the Comprehensive Retirement Program, you are entitled to certain rights and
protections under the Employee Retirement Income Security Act of 1974 (ERISA). ERISA provides that
all members will be entitled to:





	 	•	 	Examine, without charge, at the Plan Administrator’s office or at other specified
locations all plan documents, and copies of all documents filed by the Plan Administrator
with the U.S. Department of Labor such as detailed annual reports and plan descriptions.
	 
	 	•	 	Obtain copies of all plan documents and other plan information upon written request to
the Plan Administrator. The 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 member with a copy of this summary annual report.
	 
	 	•	 	Obtain, without charge, a statement telling you whether you have a vested right to
receive a pension at normal retirement (age 65) and if so, what your benefits would be at
that time if you stop working under the Plan now. If you do not have a vested right to a
pension, the statement will tell you how many more years you have to work to get such a
right. This type of statement is provided automatically to each member once a year (see
“Your Personal Annual Statement” as described earlier).




In addition to creating rights for Plan members, ERISA imposes duties upon the people who are
responsible for the operation of the Plan. The people who operate your Plan, called “fiduciaries,”
have a duty to do so prudently and in the interest of you and other Plan members, retirees and
beneficiaries. No one, including your employer, 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 in whole or in part you will receive a written
explanation of the reason for the denial. As already explained, you also have the right to have
your claim reconsidered.



Under ERISA, there are steps you can take to enforce the above rights. For instance, if you
request materials from the Plan Administrator 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 them, unless such materials were not
sent for reasons beyond the Administrator’s control. 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 Administrator’s decision (or lack thereof) concerning
the qualified status of a domestic relations order subsequent to the 18 month period prescribed in
Section 414(p) of the Code, after you have complied with the remedies prescribed in the Pentegra DB
Plan’s QDRO Procedures and the Disputed Claims Procedure outlined in this Summary Plan Description,
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,
after you have complied with the Disputed Claims Procedure outlined in this Summary Plan
Description, 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).



If you have any questions about your Plan, you should contact the Plan Administrator. If you have
any questions about this statement or your rights under ERISA, you should contact the nearest
office of the Employee Benefits Security Administration, U.S. Department of Labor, listed


18









 






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.
20210.



This Statement of ERISA Rights is required by federal law and regulation.




19









 








OTHER PLAN INFORMATION




Employer:



Federal Home Loan Bank of Pittsburgh

601 Grant Street

Pittsburgh, PA 15219



Telephone Number: 412-288-3498




Plan Sponsor:



The Comprehensive Retirement Program is sponsored by the –



Pentegra Defined Benefit Plan for Financial Institutions

108 Corporate Park Drive

White Plains, New York 10604

Telephone Number: (914) 694-1300



Employer Identification Number – 13-5645888

Plan Number – 001

Plan Year End – June 30




Plan Administrator:



The Plan Administrator is the President of the Pentegra DB Plan, whose place of business is the
office of the Pentegra Defined Benefit Plan for Financial Institutions. The President is also the
person designated as agent for service of legal process. Service of legal process may also be made
upon a Plan Trustee.




Board of Directors:



The composition of the Board changes from year to year, but you may refer to the most recent Annual
Report (which is furnished to your employer) for a current listing of Directors and their places of
business.




Participating Employers:



Upon receipt of a written request for information regarding whether a particular employer is a
member of this multiple employer arrangement, we will provide you with a statement as to whether
such employer is a member and, if so, the employer’s address.




20









 





PENTEGRA RETIREMENT SERVICES




Our difference is your advantage




	 	 	 
	 

	 	Pentegra Retirement Services
	 

	 	108 Corporate Park Drive
	 

	 	White Plains, NY 10604
	 

	 	(800) 872-3473
	 

	 	www.pentegra.com