Document:

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    SUMMARY PLAN DESCRIPTION  FOR        Federal Home Loan Bank of Pittsburgh  Defined Contribution Plan            July 01, 2020           

 

    Table of Contents    Article 1 ................................................................................................ Introduction  Article 2 ...................................... General Plan Information and Key Definitions  Article 3 .....................................................................................Description of Plan  Article 4 ..................................................................................... Plan Contributions  Article 5 ........................................................................... Eligibility Requirements  Article 6 .............................................................................. Limit on Contributions  Article 7 .............................................................. Determination of Vested Benefit  Article 8 ...................................................................................... Plan Distributions  Article 9 ..................................................... Plan Administration and Investments  Article 10 ..................................................................................... Participant Loans  Article 11 ...................................................... Plan Amendments and Termination  Article 12 .................................... Plan Participant Rights and Claim Procedures  Addendum .................................................................... Additional SPD Provisions      

 

   1  Federal Home Loan Bank of Pittsburgh Defined Contribution Plan  SUMMARY PLAN DESCRIPTION    ARTICLE 1  INTRODUCTION    Federal Home Loan Bank of Pittsburgh has adopted the Federal Home Loan Bank of Pittsburgh Defined  Contribution Plan (the “Plan”) to help its employees save for retirement. If you are an employee of Federal  Home Loan Bank of Pittsburgh, you may be entitled to participate in the Plan, provided you satisfy the  conditions for participation as described in this Summary Plan Description.          This Summary Plan Description (“SPD”) is designed to help you understand the retirement benefits provided  under the Plan and your rights and obligations with respect to the Plan. This SPD contains a summary of the  major features of the Plan, including the conditions you must satisfy to participate under the Plan, the amount  of benefits you are entitled to as a Plan participant, when you may receive distributions from the Plan, and  other valuable information you should know to understand your Plan benefits. We encourage you to read this  SPD and contact the Plan Administrator if you have any questions regarding your rights and obligations under  the Plan. (See Article 2 below for the name and address of the Plan Administrator.)    This SPD does not replace the formal Plan document, which contains all of the legal and technical requirements  applicable to the Plan. However, this SPD does attempt to explain the Plan language in a non-technical manner  that will help you understand your retirement benefits. If the non-technical language under this SPD and the  technical, legal language under the Plan document conflict, the Plan document always governs. If you have  any questions regarding the provisions contained in this SPD or if you wish to receive a copy of the legal Plan  document, please contact the Plan Administrator.    The Plan document may be amended or modified due to changes in law, to comply with pronouncements by  the Internal Revenue Service (IRS) or Department of Labor (DOL), or due to other circumstances. If the Plan  is amended or modified in a way that changes the provisions under this SPD, you will be notified of such  changes.     This SPD does not create any contractual rights to employment nor does it guarantee the right to receive  benefits under the Plan. Benefits are payable under the Plan only to individuals who have satisfied all of the  conditions under the Plan document for receiving benefits.      ARTICLE 2  GENERAL PLAN INFORMATION AND KEY DEFINITIONS    This Article 2 contains information regarding the day-to-day administration of the Plan as well as the definition  of key terms used throughout this SPD.     Plan Name: Federal Home Loan Bank of Pittsburgh Defined Contribution Plan    Plan Number: 001    Employer:      Name: Federal Home Loan Bank of Pittsburgh   Address: 601 Grant Street  Pittsburgh, PA 15219-4455   Telephone number: (412) 288-3400   Employer Identification Number (EIN): 25-6001324          

 

 Summary Plan Description   Federal Home Loan Bank of Pittsburgh Defined Contribution Plan   2  Predecessor Employer(s):     In applying the eligibility and allocation rules under Article 5 and the vesting rules under Article 7, all service  you perform with us is taken into account. In addition, service may be credited with the following  “predecessor” employers:    Federal Home Loan Banks    Office of Finance     Thus, if you performed any service for such predecessor employers, you may receive credit for such  service under this Plan. Please contact the Plan Administrator if you have questions about the type of  service that may be taken into account with such predecessor employers.       Plan Administrator:      The Plan Administrator is responsible for the day-to-day administration and operation of the Plan. For  example, the Plan Administrator maintains the Plan records, provides you with forms necessary to request  a distribution from the Plan, and directs the payment of your vested benefits when required under the Plan.  The Plan Administrator may designate another person or persons to perform the duties of the Plan  Administrator. The Plan Administrator or its delegate, as the case may be, has full discretionary authority  to interpret the Plan, including the authority to resolve ambiguities in the Plan document and to interpret  the Plan’s terms, including who is eligible to participate under the Plan and the benefit rights of participants  and beneficiaries. All interpretations, constructions and determinations of the Plan Administrator or its  delegate shall be final and binding on all persons, unless found by a court of competent jurisdiction to be  arbitrary and capricious. The Plan Administrator also will allow you to review the formal Plan document  and other materials related to the Plan.      The Employer listed above is acting as Plan Administrator. The Plan Administrator may designate other  persons to carry on the day-to-day operations of the Plan. If you have any questions about the Plan or  your benefits under the Plan, you should contact the Plan Administrator or other Plan representative.               Trustee:      All amounts contributed to the Plan are held by the Plan Trustee in a qualified Trust. The Trustee is  responsible for the safekeeping of the trust funds and must fulfill all Trustee duties in a prudent manner  and in the best interest of you and your beneficiaries. The Employer has designated a separate Trustee to  hold the assets under the Plan. The trust established on behalf of the Plan will be the funding medium  used for the accumulation of assets from which Plan benefits will be distributed.   The following is the name and address of the Plan Trustee:     • Name: Vanguard Fiduciary Trust Company    Address: 100 Vanguard Blvd., Malvern, PA 19355         Service of Legal Process:      Service of legal process may be made upon the Employer. In addition, service of legal process may be  made upon the Plan Trustee or Plan Administrator.    Effective Date of Plan:      This Plan is a new Plan effective 7-1-2020. Thus, unless designated otherwise, the provisions of the Plan  (as described in this SPD) are effective as of 7-1-2020.        

 

 Summary Plan Description   Federal Home Loan Bank of Pittsburgh Defined Contribution Plan   3  Plan Year:      Many of the provisions of the Plan are applied on the basis of the Plan Year. For this purpose the Plan  Year is the calendar year running from January 1 – December 31. In addition, the Plan has a short Plan  Year running from 7/1/2020 to 12/31/2020.      Plan Compensation:     In applying the contribution formulas under the Plan (as described in Article 4 below), your contributions  may be determined based on Plan Compensation earned during the Plan Year. However, in determining  Plan Compensation, no amount will be taken into account to the extent such compensation exceeds the  compensation dollar limit set forth under IRS rules. For 2020, the compensation dollar limit is $285,000.  Thus, for Plan Years beginning in 2020, no contribution may be made under the Plan with respect to Plan  Compensation above $285,000. For subsequent Plan Years, the contribution dollar limit may be adjusted  for cost-of-living increases. Note that the compensation dollar limit described above does not apply to  Salary Deferrals contributed to the Plan.        For purposes of determining Plan Compensation, your total taxable wages or salary is taken into account  including any Salary Deferrals you make to this 401(k) plan and any pre-tax salary reduction contributions  you may make under any other plans we may maintain, which may include any pre-tax contributions you  make under a medical reimbursement plan or “cafeteria” plan. Plan Compensation also generally includes  compensation for services that is paid after termination of employment, as long as such amounts are paid  by the end of the year or within 21⁄2 months following termination of employment, if later. However, for  purposes of determining contributions under the Plan, Plan Compensation does not include the following  types of compensation:     All fringe benefits (cash and noncash), reimbursements or other expense allowances, moving  expenses, deferred compensation and welfare benefits       Bonuses     Commissions       Deemed §125 compensation          Continuation payments to disabled Participants paid after severance of employment                     For purposes of determining Plan Compensation, only compensation you earn while you are a participant  in the Plan will be taken into account. Thus, any compensation you earn while you are not eligible to  participate in the Plan will not be considered in determining Plan Compensation.        Normal Retirement Age:     You will reach Normal Retirement Age under the Plan when you turn age 65.        ARTICLE 3  DESCRIPTION OF PLAN        Type of Plan.  This Plan is a special type of retirement plan commonly referred to as a 401(k) plan. Under the  Plan, you may elect to have a portion of your salary deposited directly into a 401(k) account on your behalf.  This pre-tax contribution is called a “Salary Deferral.” As a pre-tax contribution, you do not have to pay any  income tax while your Salary Deferrals are held in the Plan, and any earnings on your Salary Deferrals are not  taxed while they stay in the Plan.     You also may choose to make contributions to the Plan on an after-tax basis, by designating your Salary  Deferrals as Roth Deferrals. While you are taxed on a Roth Deferral in the year you contribute to the Plan, you  will not be taxed on the contribution or earnings attributable to Roth Deferrals under the Plan when you elect  to withdraw your Roth amounts from the Plan, as long as your withdrawal is a qualified distribution. See the  discussion of Roth Deferrals under Article 4 below.        

 

 Summary Plan Description   Federal Home Loan Bank of Pittsburgh Defined Contribution Plan   4  In addition to your own Salary Deferrals, if you satisfy the eligibility conditions described in Article 5 below, you  may be eligible to receive an additional Employer Contribution under the Plan. If you are eligible to receive an  Employer Contribution, we will deposit such contribution directly into the Plan on your behalf. Like the pre-tax  Salary Deferrals discussed above, any Employer Contribution we make to the Plan on your behalf and any  earnings on such amounts will not be subject to income tax as long as those amounts stay in the Plan. You  will not be taxed on your Employer Contributions generally until you withdraw such amounts from the Plan.  Article 4 below describes the Employer Contributions authorized under the Plan.       You also may make After-Tax Contributions to the Plan. If you elect to make After-Tax Contributions to the  Plan, you make a contribution to the Plan out of your own compensation, after paying taxes on such amounts.  When you take a distribution of your After-Tax Contributions, you will not be taxed on the amounts you actually  contributed to the Plan as After-Tax Contributions (since you were already taxed on those amounts). Any  earnings on your After-Tax Contributions will not be subject to income taxation as long as those amounts stay  in the Plan. Upon distribution, you will be taxed on the earnings associated with your After-Tax Contributions.  (See Article 8 below for a discussion of the distribution rules under the Plan.)        This Plan is a defined contribution plan, which is intended to qualify under Section 401(a) of the Internal  Revenue Code. As a defined contribution plan, it is not covered under Title IV of ERISA and, therefore, benefits  are not insured by the Pension Benefit Guaranty Corporation.          ARTICLE 4  PLAN CONTRIBUTIONS    The Plan provides for the contributions listed below. Article 5 discusses the requirements you must satisfy to  receive the contributions described in this Article 4. Article 7 describes the vesting rules applicable to your plan  benefits. Special rules also may apply if you leave employment to enter qualified military service. See your  Plan Administrator if you have questions regarding the rules that apply if you are on military leave.      Salary Deferrals    If you have satisfied the conditions for participating under the Plan (as described in Article 5 below) you are  eligible to make Salary Deferrals to the Plan. To begin making Salary Deferrals, you must complete a Salary  Deferral election requesting that a portion of your compensation be contributed to the Plan instead of being  paid to you as wages. However, see the discussion below regarding the application of the “automatic deferral”  provisions under the Plan that may apply if you do not specifically elect to defer (or not defer) under the Plan.  Any Salary Deferrals you make to the Plan will be invested in accordance with the Plan’s investment policies.     Pre-Tax Salary Deferrals. If you make Salary Deferrals to the Plan, you will not have to pay income taxes on  such amounts or on any earnings until you withdraw those amounts from the Plan.     Consider the following examples:    • If you earn $30,000 a year, are in the 22% tax bracket, are eligible to participate in the Plan and you elect  to save 3% (or $900) of your salary under the 401(k) Plan this year, you would save $198 in Federal  income taxes (22% of $900 = $198).    • If you earn $30,000 a year, are in the 22% tax bracket, are eligible to participate in the Plan, and you elect  to save 5% (or $1,500) of your salary under the 401(k) Plan this year, you would save $330 in Federal  income taxes (22% of $1,500 = $330).    • If you earn $30,000 a year, are in the 22% tax bracket, are eligible to participate in the Plan and you elect  to save 8% (or $2,400) of your salary under the 401(k) Plan this year, you would save $528 in Federal  income taxes (22% of $2,400 = $528).    As you can see, the more you are able to put away in the Plan and the higher your tax bracket, the greater  your tax savings will be. In addition, if the amount of your Salary Deferrals grows due to investment earnings,  

 

 Summary Plan Description   Federal Home Loan Bank of Pittsburgh Defined Contribution Plan   5  you will not have to pay any Federal income taxes on those earnings until such time as you withdraw those  amounts from the Plan.     Roth Deferrals. You also may be able to avoid taxation on earnings under the Plan by designating your Salary  Deferrals as Roth Deferrals. Roth Deferrals are a form of Salary Deferral but, instead of being contributed on  a pre-tax basis, you must pay income tax currently on such deferrals. However, provided you satisfy the  distribution requirements applicable to Roth Deferrals (as discussed in Article 8 below), you will not have to  pay any income taxes at the time you withdraw your Roth Deferrals from the Plan, including amounts  attributable to earnings. Thus, if you take a qualified distribution (as described in Article 8) your entire  distribution may be withdrawn tax-free. You should discuss the relative advantages of pre-tax Salary Deferrals  and Roth Deferrals with a financial advisor before deciding how much to designate as pre-tax Salary Deferrals  and Roth Deferrals.        Salary Deferral election. You may not begin making Salary Deferrals under the Plan until you enter into a  Salary Deferral election designating how much you wish to defer under the Plan. However, as described below,  Salary Deferrals may be automatically withheld from your paycheck if you do not specifically elect to defer (or  not defer) under the Plan.     Change of election. You can increase or decrease the amount of your Salary Deferrals as of a designated  election date. For this purpose, the designated election date(s) for changing or modifying your Salary Deferral  election will be set forth under the Salary Deferral election or other written procedures describing the time  period for changing Salary Deferral elections. If the available election date(s) change, you will be notified in  writing of any such change. You always will be able to change or modify your Salary Deferral election at least  once per year. Generally, you may revoke an existing Salary Deferral election and stop making Salary  Deferrals at any time. Any change you make to a Salary Deferral election will become effective as of the next  designated election date, and will remain in effect until modified or canceled during a subsequent election  period.      Automatic deferral election. To simplify the administrative requirements for making Salary Deferrals under  the Plan, the Plan is set up with an “automatic” deferral feature. Under this feature, you do not have to make  a Salary Deferral election to begin deferring under the Plan. Thus, if you have otherwise satisfied the eligibility  requirements for Salary Deferrals described under Article 5 but have not made a Salary Deferral election, we  will automatically withhold 6% of your Plan Compensation from each paycheck and deposit such amounts into  the Plan as a Salary Deferral.       Any amounts that are automatically withheld from your paycheck will be invested in accordance with the Plan’s  investment policies and will be exempt from taxation just like any other pre-tax Salary Deferral. If you would  like to modify your automatic deferral amount, you must make a Salary Deferral election indicating the amount  you wish to defer. If you do not wish to defer under the Plan, you must make a Salary Deferral election indicating  a 0% deferral rate.            Application of automatic deferral provisions. The automatic deferral provisions described above will apply  only to Employees who are hired on or after 7-1-2020, provided the Employee does not make a Salary Deferral  election (including an election not to defer). Thus, if you are hired on or after 7-1-2020 and do not make a  Salary Deferral election or enter into an agreement specifically electing not to defer, the automatic deferral  provisions will apply and Salary Deferrals will automatically be withheld from your paycheck as indicated above.          Limit on Salary Deferrals. In addition to the IRS limits described in Article 6 below, the Plan limits the amount  you may contribute as Salary Deferrals. Under this Plan limit, you may not defer an amount in excess of 50%  of Plan Compensation for each payroll period during which you are eligible to participate under the Plan. In  addition, if you elect to make Salary Deferrals under the Plan, your election must be for at least $1 or 1% of  Plan Compensation for each payroll period.                          

 

 Summary Plan Description   Federal Home Loan Bank of Pittsburgh Defined Contribution Plan   6  After-Tax Contributions    If you have satisfied the conditions for participating under the Plan (as described in Article 5 below) you are  eligible to make After-Tax Contributions to the Plan. To begin making After-Tax Contributions, you must elect  to make contributions to the Plan on an after-tax basis. The After-Tax Contributions you make to the Plan are  subject to current taxation but any earnings on such amounts are not taxed until you withdraw those amounts  from the Plan. Your After-Tax Contributions will be invested in accordance with the Plan’s investment policies.  You may receive the forms necessary to make After-Tax Contributions from your Plan Administrator.     Limit on After-Tax Contributions. In addition to the IRS limits described in Article 6 below, the Plan limits the  amount you may contribute as After-Tax Contributions. Under this Plan limit, you may not contribute an amount  in excess of 50% of Plan Compensation for each payroll period during which you are eligible to participate  under the Plan. In addition, if you elect to make After-Tax Contributions under the Plan, your election must be  for at least $1 or 1% for each payroll period.          Change of election. You can increase or decrease the amount of your After-Tax Contributions as of a  designated election date. For this purpose, the designated election date(s) for changing or modifying your  After-Tax Contribution election will be set forth under the election form or other written procedures describing  the time period for changing After-Tax Contribution elections. If the available election date(s) change, you will  be notified in writing of any such change. You always will be able to change or modify your After-Tax  Contribution election at least once per year. Generally, you may revoke an existing election and stop making  After-Tax Contributions at any time. Any change you make to an After-Tax Contribution election will become  effective as of the next designated election date, and will remain in effect until modified or canceled during a  subsequent election period.       Special rules. The following special rules apply with respect to After-Tax Contributions: Pre-tax, Roth, and  After-tax contributions have a combined limit of 50% of compensation.       Matching Contributions    We are authorized under the Plan to make a Matching Contribution on behalf of eligible Plan participants. A  Matching Contribution is an Employer Contribution that is made to participants who make Salary Deferrals or  After-Tax Contributions to the Plan. If you satisfy all of the eligibility requirements described in Article 5 below  for Matching Contributions and you make Salary Deferrals or After-Tax Contributions to the Plan, you will  receive an allocation of any Matching Contributions we make to the Plan, in accordance with the matching  formula described below. For this purpose, any Matching Contribution will also apply with respect to any Roth  Deferrals you make to the Plan. If you do not satisfy all of the eligibility requirements for receiving a Matching  Contribution, you will not share in an allocation of such Matching Contributions for the period for which you do  not satisfy the eligibility requirements. For purposes of determining the amount of Matching Contributions, the  following contributions will not be eligible for regular Matching Contributions under the Plan:        Catch-up contributions (as described in Article 6 below)           Matching Contributions will be contributed to your Matching Contribution account under the Plan at such time  as we deem appropriate. Matching Contributions may be contributed during the Plan Year or after the Plan  Year ends. Any Matching Contributions we make will be made in accordance with the following Matching  Contribution formula.        • Fixed Matching Contribution formula. We will make a fixed Matching Contribution on behalf of eligible  participants who make Salary Deferrals or After-Tax Contributions to the Plan. The Matching Contribution  will equal 100% of Salary Deferrals and After-Tax Contributions you make during each payroll period.                                Limit on Matching Contributions. In addition to the overall limit on total contributions described in Article 6  below, the Plan imposes special limits on the amount a participant may receive as a Matching Contribution  under the Plan for each payroll period.   • Limit on Eligible Contributions. In determining the amount of Matching Contributions you are entitled to  under the Plan, only a certain amount of your contributions are taken into account. For this purpose, any  contributions you make above 6% of Plan Compensation will not be eligible for a Matching Contribution.  

 

 Summary Plan Description   Federal Home Loan Bank of Pittsburgh Defined Contribution Plan   7  Thus, if you make contributions in excess of 6% of Plan Compensation, you will not receive a Matching  Contribution with respect to those contributions.                             Employer Contributions    We are authorized under the Plan to make Employer Contributions on behalf of our employees. In order to  receive an Employer Contribution, you must satisfy all of the eligibility requirements described in Article 5 below  for Employer Contributions. If you do not satisfy all of the conditions for receiving an Employer Contribution,  you will not share in an allocation of such Employer Contributions for the period for which you do not satisfy  the eligibility requirements.     Employer Contribution Formula. Employer Contributions will be contributed to your Employer Contribution  account under the Plan at such time as we deem appropriate. Generally, Employer Contributions may be  contributed during the Plan Year or after the Plan Year ends. Any Employer Contributions we make during the  year will be made in accordance with the following formulas. You will be entitled to an Employer Contribution  under each of the following formulas (to the extent you satisfy the eligibility requirements described in Article  5 below).            • Fixed Employer Contribution formula. We will make a contribution to the Plan on behalf of eligible  participants equal to 4% of Plan Compensation . Such contribution will be placed in an account under the  Plan on your behalf, provided you satisfy the eligibility conditions described in Article 5 below. We retain  the right to amend the Plan to reduce or eliminate this contribution. If we amend the Plan to reduce or  eliminate this fixed contribution, you will be notified of such change. (See Article 11 below for more  information regarding Plan amendments.)            • Special Employer Contribution formula. We will make a contribution to the Plan under the following  formula:    The Employer may make an additional discretionary Supplemental Contribution.      • Special employer allocation formula. The following special rules apply in determining the amount of  Employer Contributions to be provided under the Plan:    The discretionary Supplemental Employer Contributions, if any, will be allocated to each Participant  as if Participant is his/her own allocation group.                        Top Heavy Benefits    A plan that primarily benefits key employees is called a top heavy plan. For this purpose, key employees are  defined as certain owners of an employer and officers with a specified level of compensation. A plan is  generally a top heavy plan when more than 60% of all account balances under the plan are attributable to key  employees. The Plan Administrator will determine each year whether the plan is a top heavy plan.     If the Plan becomes top heavy in any Plan Year, non-key employees who are eligible to receive a top heavy  contribution under the Plan generally will receive a minimum contribution equal to the lesser of 3% of Plan  Compensation or the highest percentage provided to any key employee (as defined in the Plan). This minimum  contribution may be different if the Employer maintains another qualified plan. For this purpose, any Employer  Contributions and Matching Contributions may be taken into account in determining whether the top heavy  rules are satisfied. In applying the top heavy rules, any eligible non-key employee who is employed at the end  of the year is entitled to the top heavy minimum, regardless how many hours the employee works during the  year. The Plan Administrator will advise you if the Plan ever becomes top heavy.      

 

 Summary Plan Description   Federal Home Loan Bank of Pittsburgh Defined Contribution Plan   8    Rollover Contributions    If you have an account balance in another qualified retirement plan or an IRA, you may move those amounts  into this Plan, without incurring any tax liability, by means of a “rollover” contribution. You may also rollover  Roth contributions from another qualified plan to this Plan. Rollovers are not permitted from a Roth IRA. You  are always 100% vested in any amounts you contribute to the Plan as a rollover from another qualified plan or  IRA. This means that you will always be entitled to all amounts in your rollover account. Rollover contributions  will be affected by any investment gains or losses under the Plan.     You may accomplish a rollover in one of two ways. You may ask your prior plan administrator or trustee to  directly rollover to this Plan all or a portion of any amount which you are entitled to receive as a distribution  from your prior plan. Alternatively, if you receive a distribution from your prior plan, you may elect to deposit  into this plan any amount eligible for rollover within 60 days of your receipt of the distribution. The 60-day  rollover option is not available for rollovers of Roth contributions. Any rollover to the Plan will be credited to  your Rollover Contribution Account. See Article 8 below for a description of the distribution provisions  applicable to rollover contributions.     Generally, the Plan will accept a rollover contribution from another qualified retirement plan or IRA. The Plan  Administrator may adopt separate procedures limiting the type of rollover contributions it will accept. For  example, the Plan Administrator may impose restrictions on the acceptance of after-tax contributions or Salary  Deferrals (including Roth Deferrals) or may restrict rollovers from particular types of plans. In addition, the Plan  Administrator may, in its discretion, accept rollover contributions from Employees who are not currently  participants in the Plan. Any procedures affecting the ability to make Rollover Contributions to the Plan will not  be applied in a discriminatory manner.    If you have questions about whether you can rollover a prior plan distribution, please contact the Plan  Administrator or other designated Plan representative.         ARTICLE 5  ELIGIBILITY REQUIREMENTS    This Article sets forth the requirements you must satisfy to participate under the Plan. To qualify as a participant  under the Plan, you must:  • be an Eligible Employee   • satisfy the Plan’s minimum age and service conditions and  • satisfy any allocation conditions required under the Plan.     Eligible Employee        To participate under the Plan, you must be an Eligible Employee. For this purpose, you are considered an  Eligible Employee if you are an employee of Federal Home Loan Bank of Pittsburgh, provided you are not  otherwise excluded from the Plan.         For this purpose, if we acquire another Employer, any Employees who work for the acquired Employer will not  be eligible to participate under the Plan until the end of the Plan Year following the year of the acquisition. If  you have questions regarding your eligibility to participate in the Plan, please contact the Plan Administrator  (or other Plan representative).           Excluded Employees. For purposes of determining whether you are an Eligible Employee, the Plan excludes  from participation certain designated employees. If you fall under any of the excluded employee categories,  you will not be eligible to receive the designated Plan contribution until such time as you no longer fall into an  excluded employee category. [See below for a discussion of your rights upon changing to or from an excluded  employee classification.]  

 

 Summary Plan Description   Federal Home Loan Bank of Pittsburgh Defined Contribution Plan   9    The following describes the types of employees that are not eligible to participate with respect to the different  types of contributions authorized under the Plan.      Salary Deferrals. The following employees are not eligible to make Salary Deferrals. If you fall under one of  the following classes of employees, you may not make Salary Deferrals under the Plan.           Interns, short term (temporary) employees          After-Tax Contributions. The following employees are not eligible to make After-Tax Contributions. If you fall  under one of the following classes of employees, you may not make After-Tax Contributions under the Plan.           Interns, short term (temporary) employees          Matching Contributions. The following employees are not eligible to receive Matching Contributions under  the Plan. If you fall under one of the following classes of employees, you will not share in any Matching  Contributions under the Plan.           Interns, short term (temporary) employees          Employer Contributions. The following employees are not eligible to receive Employer Contributions under  the Plan. If you fall under one of the following classes of employees, you will not share in any Employer  Contributions we make to the Plan.           Interns, short term (temporary) employees     all non-hourly employees hired before 1/1/2019              Minimum Age and Service Requirements      In order to participate in the Plan, you must satisfy certain age and service conditions under the Plan.   • Minimum age requirement. There is no minimum age requirement for participation in the Plan.     • Minimum service requirement. There is no minimum service requirement to participate under the  Plan. Thus, you will be eligible to participate in the Plan (provided you are an Eligible Employee) as of  the first Entry Date following your date of employment.                           Entry Date. Once you have satisfied the eligibility conditions described above, you will be eligible to participate  under the Plan on your Entry Date. For this purpose, your Entry Date is your date of employment. Thus, you  will be eligible to participate immediately upon your date of hire, provided you are an Eligible Employee.                            Crediting eligibility service. In determining whether you satisfy any minimum age or service conditions under  the Plan, all service you perform during the year is counted. In addition, if you go on a maternity or paternity  leave of absence (including a leave of absence under the Family Medical Leave Act) or a military leave of  absence, you may receive credit for service during your period of absence for certain purposes under the Plan.  You should contact the Plan Administrator to determine the effect of a maternity/paternity or military leave of  absence on your eligibility to participate under the Plan. See Article 2 for a description of “predecessor”  employers for whom service may be credited for eligibility purposes under the Plan.            Eligibility upon rehire or change in employment status. If you terminate employment after satisfying the  minimum age and service requirements under the Plan and you are subsequently rehired as an Eligible  Employee, you will enter the Plan on the later of your rehire date or your Entry Date. If you terminate  employment prior to satisfying the minimum age and service requirements, and you are subsequently rehired,  you will have to satisfy the eligibility requirements in order to participate under the Plan.     If you are not an Eligible Employee on your Entry Date, but you subsequently change status to an eligible class  of Employee, you will be eligible to enter the Plan immediately (provided you have already satisfied the  minimum age and service requirements). If you are an Eligible Employee and subsequently become ineligible  to participate in the Plan, all contributions under the Plan will cease as of the date you become ineligible to  

 

 Summary Plan Description   Federal Home Loan Bank of Pittsburgh Defined Contribution Plan   10  participate. However, all service earned while you are employed, including service earned while you are  ineligible, will be counted when calculating your vested percentage in your account balance.         Allocation Conditions    If you are an Eligible Employee and have satisfied the minimum age and service requirements described  above, you are entitled to share in the contributions described in Article 4, provided you satisfy the allocation  conditions described below.       Salary Deferrals and After-Tax Contributions. You do not need to satisfy any additional allocation conditions  to make Salary Deferrals or After-Tax Contributions under the Plan. Thus, if you satisfy the eligibility conditions  described above, you will be eligible to make Salary Deferrals and After-Tax Contributions, regardless of how  many hours you work during the year or whether you terminate employment during the year. However, you  may not continue to make Salary Deferrals or After-Tax Contributions after you terminate employment.      Matching Contributions. You will be entitled to share in any Matching Contributions we make to the Plan if  you satisfy the eligibility conditions described above. You do not need to satisfy any additional allocation  conditions to receive a Matching Contribution. You will receive your share of the Matching Contributions  regardless of how many hours you work during the year or whether you terminate during the year.        Employer Contributions. You will be entitled to share in any Employer Contributions we make to the Plan  only if you satisfy the following allocation conditions. Thus, even if you satisfy the eligibility conditions described  above, you will not receive any Employer Contributions if you do not satisfy the following allocation conditions.         You must be employed on the last day of the Plan Year to receive an Employer Contribution for such  Plan Year AND   You must work at least 1000 hours during the Plan Year.  If you are not employed on the last day of the Plan Year or if you do not work at least 1000 hours during  the Plan Year, you will not be entitled to an Employer Contribution, even if you have satisfied all other  conditions for receiving the Employer Contribution.        • Exceptions to allocation conditions. The allocation conditions described above do not apply if     you die during the Plan Year     you terminate employment as a result of a disability     you terminate employment after attaining Normal Retirement Age          • Special rules. The following special rules apply for determining the allocation conditions applicable to  Employer Contributions: The Employer discretionary Supplemental Contribution is not subject to any  allocation conditions.          ARTICLE 6  LIMIT ON CONTRIBUTIONS    The IRS imposes limits on the amount of contributions you may receive under this Plan, as described below.     IRS limits on Salary Deferrals. The IRS imposes limits on the amount you can contribute as Salary Deferrals  during a calendar year. For 2020, the maximum deferral limit is $19,500. For years after 2020, the maximum  deferral limit may be adjusted for cost-of-living each year. The Plan Administrator will provide you with  information regarding the adjusted deferral limits beginning after 2020. In addition, if you are at least age 50  by December 31 of the calendar year, you also may make a special catch-up contribution in addition to the  maximum deferral limit described above. For 2020, the catch-up contribution limit is $6,500. For years after  2020, the catch-up contribution limit may be adjusted for cost-of living each year. The Plan Administrator will  provide you with information concerning the catch-up contribution limit for years after 2020.      

 

 Summary Plan Description   Federal Home Loan Bank of Pittsburgh Defined Contribution Plan   11  Example.  If you are at least age 50 by December 31, 2020, the maximum Salary Deferral you may make  for the 2020 calendar year would be $26,000 [i.e., $19,500 maximum deferral limit plus $6,500 catch-up  contribution limit].        The IRS deferral limit applies to all Salary Deferrals you make in a given calendar year to this Plan or any other  cash or deferred arrangement (including a cash or deferred arrangement maintained by an unrelated  employer). For this purpose, cash or deferred arrangements include 401(k) plans, 403(b) plans, simplified  employee pension (SEP) plans or SIMPLE plans. (Note: If you participate in both this Plan and a 457 eligible  deferred compensation plan, special limits may apply under the 457 plan. You should contact the Plan  Administrator of the 457 plan to find out how participation in this Plan may affect your limits under the 457  plan.)     If you make Salary Deferrals for a given year in excess of the deferral limit described above under this Plan or  another plan maintained by the Employer (or any other employer maintaining this Plan), the Plan Administrator  will automatically return the excess amount and associated earnings to you by April 15. If you make Salary  Deferrals for a given year in excess of the deferral limit described above because you made Salary Deferrals  under this Plan and a plan of an unrelated employer not maintaining this Plan, you must ask one of the plans  to refund the excess amount to you. If you wish to take a refund from this Plan, you must notify the Plan  Administrator, in writing, by March 1 of the next calendar year so the excess amount and related earnings may  be refunded by April 15. The excess amount is taxable for the year in which you made the excess deferral. If  you fail to request a refund, you will be subject to taxation in two separate years: once in the year of deferral  and again in the year the excess amount is actually paid to you.     IRS limit on total contributions under the Plan. The IRS imposes a maximum limit on the total amount of  contributions you may receive under this Plan. This limit applies to all contributions we make on your behalf,  all contributions you contribute to the Plan, and any forfeitures allocated to any of your accounts during the  year. Under this limit, the total of all contributions under the Plan cannot exceed a specific dollar amount or  100% of your annual compensation, whichever is less. For 2020, the specific dollar limit is $57,000. (For years  after 2020, this amount may be increased for inflation.) For purposes of applying the 100% of compensation  limit, your annual compensation includes all taxable compensation, increased for any Salary Deferrals you  may make under a 401(k) plan and any pre-tax contributions you may make to any other plan we may maintain,  such as a cafeteria health plan.     Example: Suppose in 2020 you earn compensation of $45,000 (after reduction for pre-tax 401(k) plan  contributions of $5,000). Your compensation for purposes of the overall contribution limit is $50,000  ($45,000 + $5,000 of pre-tax deferrals). The maximum amount of contributions you may receive under the  Plan for 2020 is $50,000 (the lesser of $57,000 or 100% of $50,000).        ARTICLE 7  DETERMINATION OF VESTED BENEFIT       Vested account balance. When you take a distribution of your benefits under the Plan, you are only entitled  to withdraw your vested account balance. For this purpose, your vested account balance is the amount held  under the Plan on your behalf for which you have earned an ownership interest. You earn an ownership interest  in your Plan benefits if you have earned enough service with us to become vested based on the Plan’s vesting  schedule. If you terminate employment before you become fully vested in any of your Plan benefits, those non- vested amounts may be forfeited. (See below for a discussion of the forfeiture rules that apply if you terminate  with a non-vested benefit under the Plan.)      The following describes the vesting schedule applicable to contributions under the Plan.       • Salary Deferrals and After-Tax Contributions. You are always 100% vested in your Salary Deferrals  and After-Tax Contributions. In other words, you have complete ownership rights to any Salary Deferrals  or After-Tax Contributions under the Plan.        

 

 Summary Plan Description   Federal Home Loan Bank of Pittsburgh Defined Contribution Plan   12  • Matching Contributions. You are always 100% vested in your Matching Contributions. Thus, you have  complete ownership rights to your Matching Contributions immediately after such amounts are contributed  to the Plan on your behalf.             • Employer Contributions. You become vested in your Employer Contributions account under a “3-year  cliff vesting schedule.” Under this vesting schedule, you will have a complete ownership interest in your  Employer Contributions once you have completed three (3) Years of Vesting Service. Prior to the  completion of three Years of Vesting Service, you have no ownership interest in your Employer  Contribution account.            • Other contributions. In addition, certain special contributions that are made to the Plan on your behalf  will always be 100% vested. If any of these special contributions are made to the Plan, you will always  have an immediate ownership interest in such contributions. Examples of special contributions that may  be made to the Plan include:      Rollover Contributions        Top heavy contributions. If you are eligible to receive top heavy contributions (as described in Article 4  above), the vesting schedule with respect to such contributions will be the same as applies for Employer  Contributions. If the Plan does not allow for Employer Contributions, for example because the Plan only  provides for Salary Deferrals and/or Matching Contributions, the top heavy contributions will become vested  under a 6-year graded schedule (i.e., 20% for each year of service over 2-years with 100% vesting after 6  years of service).       Special vesting rules. The following special rules apply for purposes of determining your vested percentage  under the Plan: The Employer discretionary Supplemental Contribution is 100% immediately vested.     Protection of vested benefit. Once you are vested in your benefits under the Plan, you have an ownership  right to those amounts. While you may not be able to immediately withdraw your vested benefits from the Plan  due to the distribution restrictions described under Article 8 below, you generally will never lose your right to  those vested amounts. However, it is possible that your benefits under the Plan will decrease as a result of  investment losses. If your benefits decrease because of investment losses, you will only be entitled to the  vested amount in your account at the time of distribution.     Exception to vesting schedule. The above vesting schedule no longer applies once you reach Normal  Retirement Age under the Plan. Thus, if you are still employed with us at Normal Retirement Age, you will  automatically become 100% vested in all contributions under the Plan. You also will be fully vested in your  entire account balance (regardless of the Plan’s vesting schedule) if the plan is terminated. In addition, if you  die or become disabled while you are still employed with us, you will automatically become 100% vested.       Years of Vesting Service. To calculate your vested benefit under the Plan, your Years of Vesting Service are  used to determine where you are on the vesting schedule. The Plan contains different rules for determining  Years of Vesting Service for Employer Contributions. The Plan Administrator will track your service and will  calculate your years of service in accordance with the Plan requirements.       • Matching Contributions. Years of Service do not apply for purposes of determining Matching  Contributions under the Plan since such contributions are always 100% vested.     • Employer Contributions. You will be credited with a Year of Vesting Service for each full year of  service you work for us. You also may be entitled to service earned during a period of severance if you  are subsequently reemployed. If you have questions regarding your position on the vesting schedule,  please contact the Plan Administrator.         In calculating your Years of Vesting Service, all of your service with us is taken into account, including service  you may have earned before the Plan was adopted.                Forfeiture of nonvested benefits. If you terminate employment before you become fully vested in your Plan  benefits, you will be entitled to receive a distribution of your vested benefits under the Plan. Your non-vested  

 

 Summary Plan Description   Federal Home Loan Bank of Pittsburgh Defined Contribution Plan   13  benefits will be forfeited as described below. You are not entitled to receive a distribution of your non-vested  benefits.    If you terminate employment at a time when you are only partially-vested (or totally non-vested) in any of your  Plan benefits, how the Plan treats your non-vested balance will depend on whether you take a distribution  when you terminate employment.      Forfeiture upon distribution. If you take a distribution of your entire vested benefit when you  terminate employment, your non-vested benefit will be forfeited in accordance with the terms of the  Plan. If you are totally non-vested in any contributions we made on your behalf, you will be deemed to  receive a distribution for purposes of applying these forfeiture rules.    • Buy-back of forfeited benefits upon reemployment. If you take a distribution of your entire  vested benefit when you terminate employment, and as a result, some (or all) of your Plan benefits  are forfeited, you have the right to repay the distributed amount to the Plan if you are rehired prior  to incurring five consecutive Breaks in Service (as defined under “Forfeiture upon five consecutive  Breaks in Service” below). If you repay the total amount of your distribution back to the Plan, we  will restore the amount of your non-vested benefit which was forfeited as a result of that  distribution. Please contact the Plan Administrator if you wish to buy-back prior benefits under the  Plan. The Plan Administrator will inform you of the amount you must repay to buy-back your prior  forfeited benefit.     • Timing of buy-back. For us to restore your forfeited benefits, you must make repayment to the  Plan no later than five years following your reemployment date. If you received a “deemed”  distribution because you were totally non-vested, your non-vested benefit will automatically be  restored within a reasonable time following your reemployment, provided you have not incurred  five consecutive Breaks in Service prior to your reemployment.     Forfeiture upon five consecutive Breaks in Service. Depending on the value of your vested  benefits, you may be able to keep your benefits in the Plan when you terminate employment. If you do  not take a distribution of your entire vested benefit when you terminate employment, your non-vested  benefit will remain in your account until you have incurred five consecutive Breaks in Service, at which  time your non-vested benefit will be forfeited in accordance with the terms of the Plan. Your vested  benefits will not be forfeited under this forfeiture rule. If you have any questions regarding the  application of these rules, you should contact the Plan Administrator.       Treatment of forfeited benefits. If any of your benefits are forfeited, we may decide in our discretion how to  use those forfeited amounts. For example, we may use such forfeitures to pay Plan expenses. If any forfeitures  are not used to pay Plan expenses, such forfeitures may be allocated as additional Employer contributions or  we may use the forfeitures to reduce other Employer Contributions under the Plan. We will determine each  year the amount of any forfeitures for such year and will use those forfeitures in the Plan Year for which the  forfeiture occurs or in the following Plan Year.             ARTICLE 8  PLAN DISTRIBUTIONS    The Plan contains detailed rules regarding when you can receive a distribution of your benefits from the Plan.  As discussed in Article 7 above, if you qualify for a Plan distribution, you will only receive your vested benefits.  This Article 8 describes when you may request a distribution and the tax effects of such a distribution.     Distribution upon termination of employment. When you terminate employment, you may be entitled to a  distribution from the Plan. The availability of a distribution will depend on the amount of your vested account  balance.     

 

 Summary Plan Description   Federal Home Loan Bank of Pittsburgh Defined Contribution Plan   14  • Vested account balance in excess of $5,000. If your total vested account balance exceeds $5,000  as of the distribution date, you may receive a distribution from the Plan as soon as administratively  feasible following your termination of employment. If you do not consent to a distribution of your vested  account balance, your balance will remain in the Plan. If you receive a distribution of your vested  benefits when you are only partially-vested in your Plan benefits, your non-vested benefits will be  forfeited.     You may elect to take your distribution in any of the following forms. In addition, in certain rare cases,  you may be entitled to a distribution in the form of a joint and survivor annuity. Prior to receiving a  distribution from the Plan, you will receive a distribution package that will describe the distribution  options that are available to you. If you have any questions regarding your distribution options under  the Plan, please contact the Plan Administrator.    Lump sum. You may elect to take a distribution of your entire vested account balance in a lump  sum. In addition, if permitted by the Plan Administrator, you may take a partial distribution of a  portion of your vested account upon termination of employment. If you take a lump sum  distribution, you may elect to rollover all (or any portion) of your distribution to an IRA or to  another qualified plan. See the Special Tax Notice, which you may obtain from the Plan  Administrator, for more information regarding your ability to rollover your plan distribution.     Installment payments. You may elect to receive a distribution in the form of a series of  installment payments. If you elect distribution in the form of installments, your vested benefit will  be paid out in equal annual installments over a set number of years. If the installment period is  10 years or greater, you may not rollover any of the installment payments into an IRA or into  another qualified plan. The Plan Administrator will provide you with forms necessary to elect an  installment distribution under the Plan.      Partial lump sum. A Participant may take a distribution of less than the entire vested Account  Balance upon termination of employment.   • Vested account balance of $5,000 or less. If your total vested account balance under the Plan is  $5,000 or less as of the distribution date, you will be eligible to receive a distribution of your entire  vested account balance as soon as administratively feasible following your termination of employment.  If you receive a distribution of your vested benefits when you are partially-vested in your Plan benefits,  your non-vested benefits will be forfeited.   You may elect to receive your distribution in cash or you may elect to rollover your distribution to an  IRA or to another qualified plan. If your total vested account balance under the Plan is between $1,000  and $5,000 as of the distribution date and you do not consent to a distribution of your vested account  balance, your vested benefit automatically will be rolled over to an IRA selected by the Plan  Administrator. If your total vested account balance exceeds $5,000, no distribution will be made from  the Plan without your consent. If your total vested account balance is $1,000 or less as of the  distribution date, your entire vested benefit will be distributed to you in a lump sum, even if you do not  consent to a distribution.     If your benefit is automatically rolled over to an IRA selected by the Plan Administrator, such amounts  will be invested in a manner designed to preserve principal and provide a reasonable rate of return.  Common types of investment vehicles that may be used include money market accounts, certificates  of deposit or stable value funds. Reasonable expenses may be charged against the IRA account for  expenses associated with the establishment and maintenance of the IRA. Any such expenses will be  no greater than similar fees charged for other IRAs maintained by the IRA provider. For further  information regarding the automatic rollover requirements, including further information regarding the  IRA provider and the applicable fees and expenses associated with the automatic rollover IRA, please  contact the Plan Administrator or other designated Plan representative.         

 

 Summary Plan Description   Federal Home Loan Bank of Pittsburgh Defined Contribution Plan   15  In-service distributions. You may withdraw vested amounts from the Plan while you are still employed with  us, but only if you satisfy the Plan’s requirements for in-service distributions. Different in-service distribution  options apply depending on the type of contribution being withdrawn from the Plan.     • Salary Deferrals. You may withdraw amounts attributable to Salary Deferrals while you are still  employed upon any of the following events:   You are at least age 591⁄2 at the time of the distribution.      You have incurred a hardship, as described below.               • After-Tax Contributions. You may take an in-service distribution of your After-Tax Contribution  account at any time.              • Matching Contributions. You may withdraw amounts attributable to Matching Contributions while  you are still employed upon any of the following events:     You are at least age 591⁄2 at the time of the distribution.              • Employer Contributions. You may withdraw amounts attributable to Employer Contributions while  you are still employed upon any of the following events:     You are at least age 591⁄2 at the time of the distribution.                     • Rollover Contributions. If you have rolled money into this Plan from another qualified plan or IRA,  you may take an in-service distribution of your Rollover Contribution account at any time.                  If you are in certain qualified active military duty, you may be eligible for withdrawal based on your military  status. Please contact your Plan Administrator if you have any questions regarding the availability of a  distribution under this provision.    Hardship distribution. To receive a distribution on account of hardship, you must demonstrate one of the  following hardship events.  (1) You need the distribution to pay unpaid medical expenses for yourself, your spouse or any  dependent.   (2) You need the distribution to pay for the purchase of your principal residence. You must use the  hardship distribution for the purchase of your principal residence. You may not receive a hardship  distribution solely to make mortgage payments.   (3) You need the distribution to pay tuition and related educational fees (including room and board) for  the post-secondary education of yourself, your spouse, your children, or other dependent. You may  take a hardship distribution to cover up to 12 months of tuition and related fees.  (4) You need the distribution to prevent your eviction or to prevent foreclosure on your mortgage. The  eviction or foreclosure must be related to your principal residence.  (5)  You need the distribution to pay funeral or burial expenses for your deceased parent, spouse, child  or dependent.  (6) You need the distribution to pay expenses to repair damage to your principal residence (provided  the expenses would qualify for a casualty loss deduction on your tax return, without regard to 10%  adjusted gross income limit).  (7) You need the distribution to pay expenses and losses (including loss of income) incurred due to a  federally-declared disaster. Your principal residence or principal place of employment at the time of  the disaster must be located in the federally-declared disaster area.        Before you may receive a hardship distribution, you must represent, in writing, that you have insufficient cash  or other liquid assets to satisfy your financial need.      In addition, if you have other distributions or loans available under this Plan (or any other plan we may maintain)  you must take such distributions or loans before requesting a hardship distribution.         You may not receive a hardship distribution of more than you need to satisfy your hardship. In calculating your  maximum hardship distribution, you may include any amounts necessary to pay federal, state or local income  

 

 Summary Plan Description   Federal Home Loan Bank of Pittsburgh Defined Contribution Plan   16  taxes or penalties reasonably anticipated to result from the distribution. See the Plan Administrator for more  information regarding the maximum amount you may take from the Plan as a hardship distribution and the total  amount you have available for a hardship distribution. The Plan Administrator will provide you with the  appropriate forms for requesting a hardship distribution.        Required distributions. If you have not begun taking distributions before you attain your Required Beginning  Date, the Plan generally must commence distributions to you as of such date. For this purpose, your Required  Beginning Date is April 1 following the end of the calendar year in which you attain age 701⁄2 or terminate  employment, whichever is later. (For 5% owners, the Required Beginning Date is April 1 following the calendar  year in which you attain age 701⁄2, even if you are still employed.)     Once you attain your Required Beginning Date, the Plan Administrator will commence distributions to you as  required under the Plan. The Plan Administrator will inform you of the amount you are required to receive once  you attain your Required Beginning Date.     Distribution upon disability. If you should terminate employment because you are disabled, you will be  eligible to receive a distribution of your vested account balance under the Plan’s normal distribution rules. The  following definition of disability applies for purposes of applying the distribution provisions under the Plan: A  Participant is considered disabled if they are eligible to receive (i) disability insurance benefits under Title II of  the Federal Social Security Act or (ii) disability benefits under any other IRS qualified employee benefits plan  or long-term disability plan of your employer.      Distributions upon death. If you should die before taking a distribution of your entire vested account balance,  your remaining benefit will be distributed to your beneficiary or beneficiaries, as designated on the appropriate  designated beneficiary election form. You may request a designated beneficiary election form from the Plan  Administrator.    If you are married, your spouse generally is treated as your beneficiary, unless you and your spouse properly  designate an alternative beneficiary to receive your benefits under the Plan. The Plan Administrator will provide  you with information concerning the availability of death benefits under the Plan and your rights (and your  spouse’s rights) to designate an alternative beneficiary for such death benefits. For purposes of determining  your beneficiary to receive death distributions under the Plan, any designation of your spouse as beneficiary  is automatically revoked upon a formal divorce decree unless you re-execute a new beneficiary designation  form or enter into a valid Qualified Domestic Relations Order (QDRO).       Default beneficiaries.  If you do not designate a beneficiary to receive your benefits upon death, your benefits  will be distributed first to your spouse and, if you have no spouse at the time of death, then to your estate.    Taxation of distributions. Generally, you must include any Plan distribution in your taxable income in the  year you receive the distribution. More detailed information on tax treatment of Plan distributions is contained  in the “Special Tax Notice” which you may obtain from the Plan Administrator.   • Roth Deferrals. If you make Roth Deferrals under the Plan, you will not be taxed on the amount of the  Roth Deferrals taken as a distribution (because you pay taxes on such amounts when you contribute  them to the Plan). In addition, you will not pay taxes on any earnings associated with the Roth  Deferrals, provided you take the Roth Deferrals and earnings in a qualified distribution. For this  purpose, a qualified distribution occurs only if you have had your Roth Deferral account in place for at  least 5 years and you take the distribution on account of death, disability, or attainment of age 591⁄2. If  you have made both pre-tax Salary Deferrals and Roth Deferrals under the Plan, you may designate  the extent to which a distribution of Salary Deferrals is taken from your pre-tax Salary Deferral Account  or your Roth Deferral Account. Any distribution of Salary Deferrals (including Roth Deferrals) must be  authorized under the Plan distribution provisions.    If you take a distribution that does not qualify as a qualified distribution, you will be taxed on the  earnings associated with the Roth contributions. (You will never be taxed on the Roth contributions  distributed since those amounts are taxed at the time you make the Roth contributions or Roth  conversion.)    

 

 Summary Plan Description   Federal Home Loan Bank of Pittsburgh Defined Contribution Plan   17  • After-Tax Contributions. If you have made After-Tax Contributions to the Plan, you will not be taxed  on those contributions when they are distributed from the Plan. You will, however, be taxed on income  attributable to such contributions.     Distributions before age 591⁄2. If you receive a distribution before age 591⁄2, you generally will be subject to a  10% penalty tax in addition to regular income taxation on the amount of the distribution that is subject to  taxation. You may avoid the 10% penalty tax by rolling your distribution into another plan or IRA. Certain  exceptions to the penalty tax may apply. For more information, please review the “Special Tax Notice,” which  may be obtained from the Plan Administrator.      Rollovers and withholding. You may “rollover” most Plan distributions to an IRA or another qualified plan  and avoid current taxation. You may accomplish a rollover either directly or indirectly. In a direct rollover, you  instruct the Plan Administrator that you wish to have your distribution deposited directly into another plan or an  IRA. In an indirect rollover, the Plan Administrator actually makes the distribution to you and you may rollover  that distribution to an IRA or another qualified plan within 60 days after you receive the Plan distribution.    If you are eligible to directly rollover a distribution but choose not to, the Plan Administrator must withhold 20%  of the taxable distribution for federal income tax withholding purposes. The Plan Administrator will provide you  with the appropriate forms for choosing a direct rollover. For more information, see the “Special Tax Notice,”  which may be obtained from the Plan Administrator.    Certain benefit payments are not eligible for rollover and therefore will not be subject to 20% mandatory  withholding. The types of benefit payments that are not “eligible rollover distributions” include:  • annuities paid over your lifetime,  • installments payments for a period of at least ten (10) years,  • minimum required distributions at age 701⁄2  • hardship withdrawals, and  • certain “corrective” distributions.    [Note: All of the above distribution options may not be available under this Plan.]    Non-assignment of benefits and Qualified Domestic Relations Orders (QDROs) Your benefits cannot be  sold, used as collateral for a loan, given away, or otherwise transferred, garnished, or attached by creditors,  except as provided by law. However, if required by applicable state domestic relations law, certain court orders  could require that part of your benefit be paid to someone else—your spouse or children, for example. This  type of court order is known as a Qualified Domestic Relations Order (QDRO). As soon as you become aware  of any court proceedings that might affect your Plan benefits, please contact the Plan Administrator. You may  request a copy of the procedures concerning QDROs, including those procedures governing the qualification  of a domestic relations order, without charge, from the Plan Administrator.       ARTICLE 9  PLAN ADMINISTRATION AND INVESTMENTS      Investment of Plan assets. You have the right to direct the investment of Plan assets held under the Plan on  your behalf. The Plan Administrator will provide you with information on the amounts available for direction,  the investment choices available to you, the frequency with which you can change your investment choices  and other investment information. Periodically, you will receive a benefit statement that provides information  on your account balance and your investment returns. If you have any questions about the investment of your  Plan accounts, please contact the Plan Administrator or other Plan representative.            This Plan is designed to comply with the requirements of ERISA §404(c). As such, to the extent you are  permitted to direct the investment of your account, you are solely responsible for the investment decisions you  make with respect to your Plan benefits. No other fiduciary, including the Trustee, Employer or Plan  Administrator, will be responsible for any losses resulting from your direction of investments under the Plan. If  

 

 Summary Plan Description   Federal Home Loan Bank of Pittsburgh Defined Contribution Plan   18  you have questions regarding investment decisions or strategies with respect to the investment of your Plan  benefits, you should consult an investment advisor.         Valuation Date. To determine your share of any gains or losses incurred as a result of the investment of Plan  assets, the Plan is valued on a regular basis. For this purpose, the Plan is valued on a daily basis. Thus, you  will receive an allocation of gains or losses under the Plan at the end of each business day during which the  New York Stock Exchange is open.           Plan fees. There may be fees or expenses related to the administration of the Plan or associated with the  investment of Plan assets that will affect the amount of your Plan benefits. Any fees related to the administration  of the Plan or associated with the investment of Plan assets may be paid by the Plan or by the Employer. If the  Employer does not pay Plan-related expenses, such fees or expenses will generally be allocated to the  accounts of Participants either proportionally based on the value of account balances or as an equal dollar  amount based on the number of participants in the Plan. If you direct the investment of your benefits under the  Plan, you will be responsible for any investment-related fees incurred as a result of your investment decisions.  Prior to making any investment, you should obtain and read all available information concerning that particular  investment, including financial statements, prospectuses, and other available information.     In addition to general administration and investment fees that are charged to the Plan, you may be assessed  fees directly associated with the administration of your account. For example, if you terminate employment,  your account may be charged directly for the pro rata share of the Plan’s administration expenses, regardless  of whether the Employer pays some of these expenses for current Employees. Other fees that may be charged  directly against your account include:    • Fees related to the processing of distributions upon termination of employment.   • Fees related to the processing of in-service distributions (including hardship distributions).   • Fees related to the processing of required minimum distributions at age 701⁄2 (or termination of  employment, if later).   • Participant loan origination fees and annual maintenance fees.   • Charges related to processing of a Qualified Domestic Relation Order (QDRO) where a court requires  that a portion of your benefits is payable to your ex-spouse or children as a result of a divorce decree.   If you are permitted to direct the investment of your benefits under the Plan, each year you will receive a  separate notice describing the fees that may be charged under the Plan. In addition, you will also receive a  separate notice describing any actual fees charged against your account. Please contact the Plan  Administrator if you have any questions regarding the fees that may be charged against your account under  the Plan.        ARTICLE 10  PARTICIPANT LOANS      The Plan permits Participants to take a loan from the Plan. Thus, you may take a loan from your vested benefits  under the Plan. The Plan Administrator will develop procedures for administering Participant loans, including  the establishment of procedures for applying for a loan and limits on the total amount of loan proceeds that may  be outstanding at any time. For more information regarding the procedures for receiving a Participant loan,  please contact the Plan Administrator.        ARTICLE 11  PLAN AMENDMENTS AND TERMINATION    Plan amendments. We have the authority to amend this Plan at any time. Any amendment, including the  restatement of an existing Plan, may not decrease your vested benefit under the Plan, except to the extent  

 

 Summary Plan Description   Federal Home Loan Bank of Pittsburgh Defined Contribution Plan   19  permitted under the Internal Revenue Code, and may not reduce or eliminate any “protected benefits” (except  as provided under the Internal Revenue Code or any regulation issued thereunder) determined immediately  prior to the adoption or effective date of the amendment (whichever is later). However, we may amend the  Plan to increase, decrease or eliminate benefits on a prospective basis.    Plan termination. Although we expect to maintain this Plan indefinitely, we have the ability to terminate the  Plan at any time. For this purpose, termination includes a complete discontinuance of contributions under the  Plan or a partial termination. If the Plan is terminated, all amounts credited to your account shall become 100%  vested, regardless of the Plan’s current vesting schedule. In the event of the termination of the Plan, you are  entitled to a distribution of your entire vested benefit. Such distribution shall be made directly to you or, at your  direction, may be transferred directly to another qualified retirement plan or IRA. If you do not consent to a  distribution of your benefit upon termination of the Plan, the Plan Administrator will transfer your vested benefit  directly to an IRA that we will establish for your benefit. Except as permitted by Internal Revenue Service  regulations, the termination of the Plan shall not result in any reduction of protected benefits.    A partial termination may occur if either a Plan amendment or severance from service excludes a group of  employees who were previously covered by this Plan. Whether a partial termination has occurred will depend  on the facts and circumstances of each case. If a partial termination occurs, only those Participants who cease  participation due to the partial termination will become 100% vested. The Plan Administrator will advise you if  a partial termination occurs and how such partial termination affects you as a Participant.      ARTICLE 12  PLAN PARTICIPANT RIGHTS AND CLAIM PROCEDURES    Participant rights. As a participant in the Plan, you are entitled to certain rights and protections under the  Employee Retirement Income Security Act of 1974 (ERISA). ERISA provides that all Plan participants shall be  entitled to:     Examine, without charge, at the Plan Administrator’s office, all Plan documents including copies of all  documents filed by the Plan Administrator with the U.S. Department of Labor.   Obtain copies of all Plan documents and other Plan information upon written request to the Plan  Administrator. The Plan Administrator may assess a reasonable charge for the copies.   Receive a summary of the Plan’s annual financial report. The Plan Administrator is required by law to  provide each participant with a copy of this summary annual report.   Obtain a statement telling you whether you have a right to receive benefits under the Plan and, if so,  what your current benefits are. You must request this statement in writing and you may only request  this statement once a year. The Plan Administrator will provide the statement free of charge.   File a claim for benefits.     Prudent Actions by Plan Fiduciaries. In addition to creating rights for Plan participants, ERISA imposes  duties upon the people who are responsible for the operation of the Plan. These people, called “fiduciaries,”  have a duty to operate the Plan prudently and in the best interests of you, other Plan participants and  beneficiaries. You may not be fired or otherwise discriminated against in any way solely to prevent you from  obtaining a Plan benefit or exercising your rights under ERISA.    Enforcement of Rights. If you have a claim for benefits under the Plan that 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. For example, if you request a copy  of Plan documents or the latest annual report from the Plan and do not receive the requested documents 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 documents and pay you up to $110 a day until you receive the documents, unless the documents  were not sent because of reasons beyond the control of the Plan Administrator. If you have a claim for benefits  which is denied or ignored, in whole or in part, you may file suit in a state or Federal court. In addition, if you  disagree with the Plan’s decision or lack thereof concerning the qualified status of a divorce decree that affects  

 

 Summary Plan Description   Federal Home Loan Bank of Pittsburgh Defined Contribution Plan   20  the payment of benefits under the Plan, you may file suit in federal court. If the Plan’s fiduciaries misuse the  Plan’s money, or if you are discriminated against for asserting your rights, you may seek assistance from the  U.S. Department of Labor, or you may file suit in a federal court. The court will decide who should pay court  costs and legal fees. If you are successful, the court may order the person you have sued to pay these costs  and fees. If you lose, the court may order you to pay these costs and fees, for example, if it finds your claim is  frivolous.     Assistance with Questions. If you have any questions about the Plan or this SPD, you should contact the  Plan Administrator. If you have any questions about your rights under ERISA, or if you need assistance in  obtaining documents from the Plan Administrator, you should contact the nearest office of the Employee  Benefits Security Administration, 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. 20210. You may also obtain certain publications about your  rights and responsibilities under ERISA by calling the publications hotline of the Employee Benefits Security  Administration.    Claim for Benefits. Benefits will normally be payable under the Plan without the need for a formal claim.  However, if you feel you are entitled to benefits under the Plan that have not been paid, you may submit to the  Plan Administrator a written claim for benefits. Your request for Plan benefits will be considered a claim for  Plan benefits, and it will be subject to a full and fair review. The Plan Administrator will evaluate your claim  (including all relevant documents and records you submit to support your claim) to determine if benefits are  payable to you under the terms of the Plan. The Plan Administrator may solicit additional information from you  if necessary to evaluate the claim.    If the Plan Administrator determines the claim is valid, then you will receive a statement describing the amount  of benefit, the method or methods of payment, the timing of distributions and other information relevant to the  payment of the benefit.    If the Plan Administrator denies all or any portion of your claim, you (and your authorized representative, if  applicable) will receive within a reasonable period of time (not to exceed 90 days after receipt of the claim  form), a written or electronic notice setting forth the reasons for the denial (including references to the specific  provisions of the Plan on which the decision is based), a description of any additional information needed to  perfect your claim, and the steps you must take to submit the claim for review. If the Plan Administrator  determines that special circumstances require an extension of time for processing your claim, it may extend  the 90-day period described in the prior sentence to 180 days, provided the Plan Administrator provides you  with written notice of the extension and prior to the expiration of the original 90-day period. The extension  notice will indicate the special circumstances requiring an extension of time and the date by which the Plan  Administrator expects to render its decision.     If the Plan Administrator denies your claim, you will have 60 days from the date you receive notice of the denial  of your claim to appeal the adverse decision of the Plan Administrator. You may submit to the Plan  Administrator written comments, documents, records and other information relating to your claim for benefits.  You will be provided, upon request and free of charge, reasonable access to, and copies of, all documents,  records and other information relevant to the claim. The Plan Administrator’s review of the claim and of its  denial of the claim shall take into account all comments, documents, records and other information relating to  the claim, without regard to whether these materials were submitted or considered by the Plan Administrator  in its initial decision on the claim.     If the Plan Administrator denies your claim for benefits after appeal, you will receive within a reasonable period  of time (not to exceed 60 days after receipt of the appeal), a written or electronic notice setting forth the reasons  for the denial (including references to the specific provisions of the Plan on which the decision is based), and  a description of your right to bring an action under ERISA Section 502(a). If the Plan Administrator determines  that special circumstances require an extension of time for processing your appeal, it may extend the 60-day  period described in the prior sentence to 120 days, provided the Plan Administrator provides you with written  notice of the extension and prior to the expiration of the original 60-day period. The extension notice will indicate  the special circumstances requiring an extension of time and the date by which the Plan Administrator expects  

 

 Summary Plan Description   Federal Home Loan Bank of Pittsburgh Defined Contribution Plan   21  to render its decision. If the Plan Administrator denies your claim for benefits upon review, in whole or in part,  you may file suit in a state or Federal court.     If the Plan Administrator makes a final written determination denying your claim for benefits, you may  commence legal or equitable action with respect to the denied claim upon completion of the claims procedures  outlined under the Plan. Any legal or equitable action must be commenced no later than the earlier of 180 days  following the date of the final determination or three years following the proof of loss. If you fail to commence  legal or equitable action with respect to a denied claim within the above timeframe, you will be deemed to have  accepted the Plan Administrator’s final decision with respect to the claim for benefits.     Disability Claims Procedures. If your claim is based on disability benefits, different claim procedures and  deadlines will apply. If your disability benefits are provided or administered by a third party (such as Social  Security Administration or an insurance company), that will be the entity to which claims are addressed.     The following disability claims procedures apply only to the determination under the Plan as to whether a  Participant is entitled to a Plan benefit due to disability. These disability claims procedures do not apply if a  third party (such as the Social Security Administration), rather than the Plan Administrator, makes the  determination of disability. These disability claims procedures are intended to comply with the requirements of  Department of Labor Regulation §2560.503-1 and will be interpreted accordingly.    These disability claims procedures are intended to ensure that disability claims procedures are reasonable,  that “claimants” (which include Participants and Beneficiaries (and their authorized representatives, if  applicable)) receive sufficient information explaining why disability benefits are denied and that the process is  impartial.     If you have questions about the Plan’s claims procedures, contact the Plan Administrator named under Article  2 of this Summary Plan Description.     Review of Initial Claim. In the case of a claim for disability benefits, the Plan Administrator will notify the  claimant of an adverse benefit determination within a reasonable period of time, but not later than 45 days  after receipt of the claim by the Plan. This period may be extended by the Plan for up to 30 days, provided  that the Plan Administrator both determines that such an extension is necessary due to matters beyond  the control of the Plan and notifies the claimant, prior to the expiration of the initial 45-day period, of the  circumstances requiring the extension of time and the date by which the Plan expects to render a decision.     If, prior to the end of the first 30-day extension period, the Plan Administrator determines that, due to  matters beyond the control of the Plan, a decision cannot be rendered within that extension period, the  period for making the determination may be extended for up to an additional 30 days, provided that the  Plan Administrator notifies the claimant, prior to the expiration of the first 30-day extension period, of the  circumstances requiring the extension and the date as of which the Plan expects to render a decision. In  the case of any extension, the notice of extension shall specifically explain the standards on which  entitlement to a benefit is based, the unresolved issues that prevent a decision on the claim, and the  additional information needed to resolve those issues. The claimant shall have at least 45 days within  which to provide the specified information.    Notice of Adverse Benefit Determination. The Plan Administrator will provide a claimant with written or  electronic notification (written in a culturally and linguistically appropriate and understandable manner) of  any “adverse benefit determination.” An adverse benefit determination includes a rescission of coverage  (except for non-payment of premiums). The notice of adverse benefit determination will set forth:  • The specific reason or reasons for the adverse determination;  • Reference to the specific Plan provisions on which the determination is based;  • A description of any additional material or information necessary for the claimant to perfect the claim  and an explanation of why such material or information is necessary;  

 

 Summary Plan Description   Federal Home Loan Bank of Pittsburgh Defined Contribution Plan   22  • A description of the Plan's review procedures and the time limits applicable to such procedures,  including a statement of the claimant's right to bring a civil action under ERISA §502(a) following an  adverse benefit determination on review; and  • A discussion of the decision, including an explanation of the basis for disagreeing with or not following:   The views presented by the claimant to the Plan of health care professionals treating the claimant  and vocational professionals who evaluated the claimant;   The views of medical or vocational experts whose advice was obtained on behalf of the Plan in  connection with a claimant's adverse benefit determination, without regard to whether the advice  was relied upon in making the benefit determination; and   A disability determination regarding the claimant presented by the claimant to the Plan made by  the Social Security Administration.  • If the adverse benefit determination is based on a medical necessity or experimental treatment or  similar exclusion or limit, either an explanation of the scientific or clinical judgment for the  determination, applying the terms of the Plan to the claimant's medical circumstances, or a statement  that such explanation will be provided free of charge upon request;  • The specific internal rules, guidelines, protocols, standards or other similar criteria of the Plan relied  upon in making the adverse determination or, alternatively, a statement that such rules, guidelines,  protocols, standards or other similar criteria of the Plan do not exist; and  • A statement that the claimant is entitled to receive, upon request and free of charge, reasonable access  to, and copies of, all documents, records, and other information relevant to the claimant's claim for  benefits.    The Plan Administrator will assist in language translation of a notice of adverse benefit determination, if  necessary. Translation assistance can include recommending translation services, providing verbal  assistance and providing the notice in a non-English language upon request.    Appeals of Adverse Benefit Determinations. A claimant shall have 180 days following receipt of a  notification of an adverse benefit determination within which to appeal the determination. Any appeal will  receive a full and fair review of the claim and the adverse benefit determination. With respect to such  review:  • Claimants will have the opportunity to submit written comments, documents, records, and other  information relating to the claim for benefits;  • Claimants (upon request and free of charge) will have reasonable access to, and copies of, all  documents, records, and other information relevant to the claimant’s claim for benefits;  • The review will take into account all comments, documents, records, and other information submitted  by the claimant relating to the claim, without regard to whether such information was submitted or  considered in the initial benefit determination;  • As soon as possible and sufficiently in advance of the date on which any notice of an “adverse benefit  determination on review,” the Plan Administrator will provide the claimant, free of charge, with any new  or additional evidence considered, relied upon, or generated by the person making the benefit  determination in connection with the claim; and  • As soon as possible and sufficiently in advance of the “notice of adverse benefit determination on  review,” the Plan Administrator will provide the claimant, free of charge, with the rationale for the  adverse decision.    In performing the review, the Plan will not afford deference to the initial adverse benefit determination and  the review will be conducted by an appropriate named fiduciary of the Plan who is neither the individual  who made the initial adverse benefit determination, nor the subordinate of such individual. If the appeal is  based in whole or in part on a medical judgment, including determinations with regard to whether a  particular treatment, drug, or other item is experimental, investigational, or not medically necessary or  

 

 Summary Plan Description   Federal Home Loan Bank of Pittsburgh Defined Contribution Plan   23  appropriate, the appropriate named fiduciary shall consult with a health care professional who has  appropriate training and experience in the field of medicine involved in the medical judgment. Such health  care professional will not be an individual (or a subordinate of such individual) who was consulted in  connection with the initial adverse benefit determination.     If the Plan obtained advice from medical or vocational experts in connection with a claimant’s adverse  benefit determination (without regard to whether the advice was relied upon in making the benefit  determination), such experts will be identified.    The Plan Administrator shall notify the claimant of the Plan’s benefit determination on review within a  reasonable period of time, but not later than 45 days after receipt of the claimant’s request for review by  the Plan, unless the Plan Administrator determines that special circumstances (such as the need to hold  a hearing) require an extension of time for processing the claim. If the Plan Administrator determines that  an extension of time for processing is required, written notice of the extension shall be furnished to the  claimant prior to the termination of the initial 45-day period. The extension notice will indicate the special  circumstances requiring an extension of time and the date by which the Plan expects to render the  determination on review.    Notice of Adverse Benefit Determination on Review. The Plan Administrator will provide a claimant  with written or electronic notification (written in a culturally and linguistically appropriate and  understandable manner) of any “adverse benefit determination.” The notice of adverse benefit  determination on review will set forth:  • The specific reason or reasons for the adverse determination;  • Reference to the specific Plan provisions on which the determination is based;  • That the claimant is entitled to receive, upon request and free of charge, reasonable access to, and  copies of, all documents, records, and other information relevant to the claimant's claim for benefits;  • A description of any voluntary appeal procedures offered by the Plan and the claimant's right to obtain  the information about such procedures;  • A description of the claimant's right to bring an action under ERISA §502(a) (including a description of  any applicable contractual limitation period that applies to the claimant’s right to bring such an action);   • A discussion of the decision, including an explanation of the basis for disagreeing with or not following:   The views presented by the claimant to the Plan of health care professionals treating the claimant  and vocational professionals who evaluated the claimant;   The views of medical or vocational experts whose advice was obtained on behalf of the Plan in  connection with a claimant's adverse benefit determination, without regard to whether the advice  was relied upon in making the benefit determination; and   A disability determination regarding the claimant presented by the claimant to the Plan made by  the Social Security Administration;  • If the adverse benefit determination is based on a medical necessity or experimental treatment or  similar exclusion or limit, an explanation of the scientific or clinical judgment for the determination,  applying the terms of the Plan to the claimant's medical circumstances, or, alternatively, a statement  that such explanation will be provided free of charge upon request; and  • The specific internal rules, guidelines, protocols, standards or other similar criteria of the Plan relied  upon in making the adverse determination or, alternatively, a statement that such rules, guidelines,  protocols, standards or other similar criteria of the Plan do not exist.    The Plan Administrator will assist in language translation of a notice of adverse benefit determination on  review, if necessary. Translation assistance can include recommending translation services, providing  verbal assistance and providing the notice in a non-English language upon request.      

 

 Summary Plan Description   Federal Home Loan Bank of Pittsburgh Defined Contribution Plan   24  ADDENDUM  ADDITIONAL SPD PROVISIONS                          Vanguard Administrative Services Information    Connect with Vanguard®:    • Online. Log on to Vanguard.com for 24-hour access to information about your account, your Plan’s  funds, and Vanguard’s financial planning and advice services.  • By phone. Get 24-hour access to your account and information about your funds through the automated  VOICE® Network at 800-523-1188.  • With personal assistance. Vanguard Participant Services associates are available to assist you with  transactions and answer your questions at 800-523-1188, Monday through Friday from 8:30 a.m. to 9  p.m., EST.    Self Direction of Investments. All contributions to the Plan on your behalf will be credited to one or more  separate accounts established in your name. Plan contributions are held in trust by the Trustee for the exclusive  benefit of participating employees and their beneficiaries.    Information About the Investment Options Available in the Plan. When you are eligible to participate in  the Plan, you will be provided with comprehensive information about the investment options available in the  Plan, including an explanation of the investment objectives and policies, risk and return characteristics, past  and current investment performance (net of expenses), operating expenses, and the type and diversification  of assets that make up the portfolio of each fund. You will also receive ongoing updates of this information in  the form of prospectuses and shareholder reports for each of the investment options that you have selected  for the investment of your Plan contributions. If you have any questions or require more detailed information  concerning any investment option, you can contact Vanguard. (See the section entitled “Connect with  Vanguard®” for additional information).    How to Change Investment Directions. The general rule is that you may change your investment directions  among the investment options available in your Plan with respect to your future Plan contributions or existing  individual account balances at any time as long as you act in accordance with the investment fund’s prospectus  or investment guidelines. The Employer will establish uniform and nondiscriminatory policies describing how  and when you may provide investment directions.    You are permitted to redeem shares from one fund to purchase shares of another fund under the Plan.  Although every effort is made to maintain this exchange privilege, investment companies reserve the right to  revise or terminate this privilege, limit the amount of an exchange, or reject any exchange, at any time, without  notice. Because excessive exchanges can potentially disrupt the management of a fund and increase its  transaction costs, certain limitations are placed on participant exchange activity. Note also, that certain  investment options, particularly funds made up of company stock or investment contracts, may be subject to  unique restrictions. Please see the prospectuses or investment guidelines for the funds you have selected for  more details.    The transfer of existing balances will generally be made the same day if your transaction is received in  complete and good order before the close of the New York Stock Exchange (generally 4 p.m., EST), or the  earliest cut-off time of the funds involved. Vanguard will send a confirmation of your change to the address on  file for you with Vanguard.    If you wish to make a change in investment directions, you can contact Vanguard. (See the section entitled  “Connect with Vanguard®” for additional information).    Responsibility for Investment Losses. The Plan is intended to comply with Section 404(c) of ERISA (the  Employee Retirement Income Security Act of 1974). If the Plan complies with Section 404(c), then the  fiduciaries of the Plan, including the Employer, the Administrator and the Trustee, will be relieved of any legal  liability for any losses which are the direct and necessary result of the investment directions that you give.  

 

 Summary Plan Description   Federal Home Loan Bank of Pittsburgh Defined Contribution Plan   25  Because your Plan allows and encourages you to direct your investments and to have access to all pertinent  information concerning your investments, the fiduciaries of the Plan will be relieved of liability for the results of  your investment decisions, as provided under Section 404(c) of ERISA.    When you direct investments, your accounts are segregated for purposes of determining the gains, earnings,  or losses on these investments. Your account does not share in the investment performance for other  participants who have directed their own investments.    You should remember that the amount of your benefits under the Plan will depend in part upon your choice of  investments. Gains as well as losses can occur. There are no guarantees of performance, and neither the  Employer, the Administrator, the Trustee, nor any of their representatives provide investment advice or insure  or otherwise guarantee the value or performance of any investment you choose. You will be responsible for  any expenses and losses resulting from your choice of investments.    Keeping Track of Your Individual Accounts in the Plan. Quarterly statements will be mailed to your home  address showing the total amounts credited to your individual accounts under the Plan as of the end of each  calendar quarter. These statements will reflect all Plan activities including contributions, earnings, investment  exchanges, and distributions occurring within your individual accounts during the most recent calendar quarter.    Rules Regarding Voting Rights in the Plan.     In the event of a mutual fund proxy, shares of mutual funds held in your individual accounts under the Plan will  be voted by the Trustee on your behalf as directed by a fiduciary who has been identified to the Trustee  (generally, the Employer). In making voting decisions on the fund shares, the identified fiduciary will direct the  Trustee to vote the mutual fund shares in the long-term, economic best interests of Plan participants.     In the event of a proxy for any assets held by an Investment Manager, assets held in your individual accounts  under the Plan will be voted by the Trustee on your behalf as directed by the Investment Manager. In making  voting decisions on the fund shares, the Investment Manager will direct the Trustee to vote the assets in the  long-term, economic best interests of Plan participants.mirm-ex1018_182.htm

 

Exhibit 10.18

Mirum Pharmaceuticals, Inc.

 

April 8, 2020

 

 

 

Peter Radovich

San Mateo, California 

 

Re:Employment Terms

Dear Peter:

It is my pleasure to offer you employment with Mirum Pharmaceuticals, Inc. (the “Company”) on the terms set forth in this offer letter. We are building the premier rare liver disease company and are excited to have you as part of the team. 

The terms of the offer are as follows: 

Title: Chief Operating Officer

Start Date: April 28, 2020

Responsibilities: You will be responsible for overseeing commercial, corporate development, supply chain and chemistry, manufacturing and control activities at the Company, and you shall perform such duties as are customarily associated with your position. You will report to the President and Chief Executive Officer and will work at the Company’s U.S. headquarters in Foster City.  

Annual Salary: Your base salary will be $410,000 on an annualized basis, less payroll deductions and withholdings, paid on the Company’s normal payroll schedule.  

Annual Bonus: You will also be eligible to earn an annual performance bonus, with a target bonus of 40% of your annual base salary, based on the attainment of individual and/or Company objectives, and pro-rated for any partial year of employment.  The attainment of such objectives, and the actual amount (if any) of such bonus, will be determined by the Company in its sole discretion, and any such bonus will not be deemed earned unless you are an employee of the Company in good standing on the dates the bonus is determined and paid.  

Stock Option Grant: As a material inducement to your acceptance of our offer of employment, subject to approval by the Company’s Board of Directors (the “Board”) (or its Compensation Committee), you will be granted a nonqualified stock option to purchase 185,000 shares of the Company’s common stock with an exercise price equal to the fair market value as determined by the Board as of the date of grant (the “Option”). The anticipated Option will be governed by the terms and conditions of the Company’s 2020 Inducement Plan (the “Plan”) and your grant agreement, and will include a four year vesting schedule, under which 1/4th of the shares vest one year after the vesting commencement date and the balance of the shares vest in a series of 36 successive equal monthly installments measured from the first anniversary of the vesting commencement date, until either the Option is fully vested or your continuous service (as defined in the Plan) terminates, whichever occurs first.

 

223541674 v2 

 

Benefits: You shall be entitled to participate in any of the Company’s employee benefit plans or programs that become available to similarly situated employees of the Company to the full extent of your eligibility. A full description of these benefits is available upon request. 

Health Insurance: You will be entitled to participate in the Company’s health insurance programs to the full extent of your eligibility.

This offer and your continued services are contingent upon a satisfactory proof of your right to work in the United States. 

The Company reserves the right to change or otherwise modify, in its sole discretion, any of the preceding terms of employment, including those related to salary, bonus plan, if applicable, and benefits at any time.

As a Company employee, you will be expected to abide by Company rules and policies. These include, but are not limited to, the Company’s Code of Conduct, Insider Trading Policy, and Window Period Policy. As a condition of employment, you must sign and comply with the attached Employee Confidential Information and Inventions Assignment Agreement which prohibits unauthorized use or disclosure of the Company’s proprietary information, among other obligations. 

In your work for the Company, you will be expected not to use or disclose any confidential information, including trade secrets, of any former employer or other person to whom you have an obligation of confidentiality. Rather, you will be expected to use only that information which is generally known and used by persons with training and experience comparable to your own, which is common knowledge in the industry or otherwise legally in the public domain, or which is otherwise provided or developed by the Company. You agree that you will not bring onto Company premises any unpublished documents or property belonging to any former employer or other person to whom you have an obligation of confidentiality. You hereby represent that you have disclosed to the Company any contract you have signed that may restrict your activities on behalf of the Company.

Your employment with the Company will be “at-will.”  You may terminate your employment with the Company at any time and for any reason whatsoever simply by notifying the Company. Likewise, the Company may terminate your employment at any time, with or without cause or advance notice.  Your employment at-will status can only be modified in a written agreement signed by you and by an officer of the Company.

To ensure the rapid and economical resolution of disputes that may arise in connection with your employment with the Company, you and the Company agree that any and all disputes, claims, or causes of action, in law or equity, including but not limited to statutory claims, arising from or relating to the enforcement, breach, performance, or interpretation of this Agreement, your employment with the Company, or the termination of your employment, shall be resolved, to the fullest extent permitted by law, by final, binding and confidential arbitration conducted by JAMS or its successor, under JAMS’ then applicable rules and procedures for employment disputes (available upon request and also currently available at http://www.jamsadr.com/rules-employment-arbitration/). You acknowledge that by agreeing to this arbitration procedure, both you and the Company waive the right to resolve any such dispute through a trial by jury or judge or administrative proceeding. You will have the right to be represented by legal counsel at any arbitration proceeding. The arbitrator shall: (a) have the authority to compel adequate discovery for the resolution of the dispute and to award such relief as would otherwise be permitted by law; and (b) issue a written statement signed by the arbitrator regarding the disposition of each claim and the relief, if any, awarded as to each claim, the reasons for the award, and the arbitrator’s essential findings and conclusions on which the award is based. The arbitrator shall be authorized to award all relief that you or the Company would be entitled to seek in a court of law. The Company shall pay all JAMS 

Page 2

223541674 v2 

 

arbitration fees in excess of the administrative fees that you would be required to pay if the dispute were decided in a court of law. Nothing in this letter agreement is intended to prevent either you or the Company from obtaining injunctive relief in court to prevent irreparable harm pending the conclusion of any such arbitration.

This letter, together with your Employee Confidential Information and Inventions Assignment Agreement, forms the complete and exclusive statement of your employment agreement with the Company. It supersedes any other agreements or promises made to you by anyone, whether oral or written. Changes in your employment terms, other than those changes expressly reserved to the Company’s discretion in this letter, require a written modification signed by an officer of the Company.  If any provision of this offer letter agreement is determined to be invalid or unenforceable, in whole or in part, this determination shall not affect any other provision of this offer letter agreement and the provision in question shall be modified so as to be rendered enforceable in a manner consistent with the intent of the parties insofar as possible under applicable law.  This letter may be delivered via facsimile, electronic mail (including pdf or any electronic signature complying with the U.S. federal ESIGN Act of 2000, Uniform Electronic Transactions Act or other applicable law) or other transmission method and shall be deemed to have been duly and validly delivered and be valid and effective for all purposes.

Please sign and date this letter, and the enclosed Employee Confidential Information and Inventions Assignment Agreement and return them to me by April 10, 2020, if you wish to accept employment at the Company under the terms described above. If you accept our offer, we would like you to start on April 28, 2020.

We look forward to your favorable reply and to a productive and enjoyable work relationship.

Sincerely,

 

 

			
	
 

/s/ Chris Peetz
	
 
	
 

	
Chris Peetz, CEO
	
 
	
 

	
 
	
 
	
 

	
Understood and Accepted:
	
 
	
 

	
 
	
 
	
 

	
 
	
 
	
 

	
/s/ Peter Radovich
	
 
	
4/8/2020

	
Peter Radovich
	
 
	
Date

 

 

Attachment: Employee Confidential Information and Inventions Assignment Agreement 

 

Page 3

223541674 v2

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