May 7, 2010
GEORGIA-PACIFIC CONSUMER
PRODUCTS
(CAMAS) LLC.
CAMAS, WASHINGTON
ASSOCIATION OF WESTERN PULP
AFFILIATE OF
THE UNITED BROTHERHOOD OF
CARPENTERS
LOCAL 5
The following
proposal is the
Company’s last, best and final
offer to resolve all outstanding issues for the 2009/2010 negotiations
with the
AWPPW for the represented bargaining unit employees employed at the
Camas,
Washington, facility. Unless contained
in this offer, all items presented by either party shall be considered
to have
been dropped.
Unless
otherwise stated, all items shall become
effective the day following receipt of notice of ratification and
acceptance. The effective date for changes
in the HEALTH
This offer
may be withdrawn in its entirety or amended
at any time prior to the Company’s receipt of notice of
ratification and
acceptance.
·
TERM
OF AGREEMENT:
Propose
a five (5) year agreement. Effective
June 1, 2009 – May
31, 2014
·
WAGES:
Contingent
upon a timely receipt of notification of ratification and acceptance,
general
wage increases for all classifications as shown:
Effective
the first full payroll period following receipt of notification of
acceptance,
a two percent (2%) general wage
increase
to hourly rates of pay for all employees on the payroll at the time of
ratification. This general wage increase
shall be retroactive back to June 1, 2009, contingent upon receipt of notification of ratification and acceptance prior
to 5:00 p.m. on May
28, 2010, or prior to the
termination of the labor agreement, whichever occurs first. Payment to be made as soon as practical
following
notification and acceptance.
Effective
the first full payroll period following December 1, 2010 (eighteen (18)
months)
from the first general wage increase, a one percent (1%) general wage
increase
to hourly rates of pay.
Effective
the first full payroll period following December 1, 2011 (thirty (30)
months)
from the first general wage increase, a two percent (2%) general wage
increase
to hourly rates of pay.
Effective
the first full payroll period following October 1, 2012 (forty (40)
months)
from the first general wage increase, a one percent (1%) general wage
increase
to hourly rates of pay.
Effective
the first full payroll
following July 1, 2013 (forty nine (49) months) from the first general
wage
increase, a one percent (1%) general wage increase to hourly rates of
pay.
·
PENSION: Modify the
Pension benefits as follows:
·
Modify
plan for conversion of disability benefits at
age 65 to a normal retirement benefit with re-election of benefit
option.
·
Exhibit
C –
Modify by replacing current language provided in the attached
“Modified Exhibit
C”.
·
HEALTH
The Group Insurance Benefit levels, as
specified in the Your Life Choices Sample Summary Plan Description
for Union
Employees dated 08/13/2008 that was
provided to the Union in negotiations on 2/12/2010, as modified and
agreed upon
by the parties hereto, will continue in full force and effect for the
term of
this agreement, except that the preferred drug list and the preventive
and ch
v
MEDICAL
Effective
no later than 1/1/2011, the Company shall make available to its
employees and
their eligible dependents the Medical and Dental Plan presented in
negotiations
and as detailed in the Sample Summary Plan Description for Union
Employees
(attached) and Schedule of Benefits (attached).
The
employee shall pay 25% of the premium for medical and dental coverage
on a
pre-tax basis. The premium shall be
established on a per-dependent pricing basis.
The Company shall establish the premium and such premium is
subject to
change on an annual basis.
On
or before September 1st
(prior to open enrollment) the Joint Cost Containment Committee will
meet to
review the new premium rates and all information used to set the new
rates.
v
ACCIDENT
Effective
no later than 1/1/2011, the Company shall make available to its
employees the
Accident & Sickness Plan (A&S) presented in negotiations and as
detailed in the Sample Summary Plan Description for Union Employees
(attached)
and Schedule of Benefits (attached).
Effective
no later than 1/1/2011, the Company shall make available to its
employees the
Life & AD&D Insurance Plan presented in negotiations and as
detailed in
the Sample Summary Plan Description for Union Employees (attached) and
Schedule
of Benefits (attached). Upon the
effective date, the Life and AD&D insurance benefit shall be
$60,000 for
all eligible employees.
Upon
the effective date, the Premium Waiver Benefit will be discontinued. Employees may port/convert life coverage upon
termination in accordance with the SPD.
v
SUPPLEMENTAL
EMPLOYEE
Effective no later than 1/1/2011, the
Company shall make available to its employees the Supplemental Employee
Life
Insurance benefit presented in negotiations and as detailed in the
Schedule of
Benefits (attached). The benefit shall
be provided, subject to Evidence of Insurability, which allows
employees to
purchase additional life insurance on themselves of up to $50,000 (in
increments of $10,000). The employee
shall pay 100% of the premium. The insurer
shall establish the premium and such premium is subject to change on an
annual
basis.
v
DEPENDENT
Effective
no later than 1/1/2011, the Company shall make available to its
employees the
Dependent Life Insurance benefit presented in negotiations and as
detailed in
the Schedule of Benefits (attached). The
benefit shall be $10,000 coverage for spouse and $10,000 for dependent
child
($1,000 for dependent child(ren) age 14 days - 6 months).
The employee shall pay 100% of the premium.
The insurer shall establish the premium and such premium is subject to
change
on an annual basis.
v
HEALTH
SAVINGS
ACCOUNT:
Effective
no later than 1/1/2011, the
Company shall make available to its employees
the Health Savings Account (HSA) as presented in negotiations and
detailed in
the Sample Summary Plan Description for Union Employees (attached).
For
employees electing “Employee Only” coverage in the GP ABH
Plan and who open an
HSA with the Company’s selected HSA administrator when first
eligible to enroll,
the Company will make a contribution in the amount of $200 to the
employee’s
HSA for 2011 only. In addition, the
Company will provide 100% match on the employee’s contribution to
the HSA up to
a maximum of $250 for 2011 only.
For
employees electing “Employee + Dependent(s)” coverage in
the GP ABH Plan and
who open an HSA with the Company’s selected HSA administrator
when first
eligible to enroll, the Company will make a contribution in the amount
of $400
to the employee’s HSA for 2011 only. In
addition, the Company will provide 100% match on the employee’s
contribution to
the HSA up to a maximum of $500 for 2011 only.
v
FLEXIBLE
SPENDING ACCOUNTS:
Effective
no later than 1/1/2011, the
Company shall make available to its employees
the Flexible Spending Accounts as presented in negotiations and
detailed in the
Sample Summary Plan Description for Union Employees (attached).
v
EMPLOYEE
ASSISTANCE PROGRAM:
The
Company shall continue to make available to its employees and eligible
dependents the Employee Assistance Program (EAP).
v
SPECIAL
SURVIVOR BENEFIT:
The
Company shall continue to make available to its employees the Special
Survivor
Benefit Plan.
v
RETIREE
HEALTH
A. Effective for
employees who retire on or after
the effective date of the next open enrollment period following the
January 1, 2010
open enrollment,
a.
Eliminate
spousal
continuation provision which provides that spouses and/or eligible
dependents
(who are under age 65) of retirees whose coverage terminates due to one
of the
plan termination rules may continue coverage in the Retiree Medical
plan. Coverage under the Retiree Medical
Plan for
all dependents terminates when the retiree’s coverage terminates.
b.
Eligible
spouses
and/or eligible dependents of deceased retirees may continue coverage,
on a
fully self-paid basis, under Retiree COBRA for a period of 36 months.
·
EXHIBIT
B – Replace current
language with modified Exhibit B as
attached.
·
EXHIBIT
F, Supplemental Agreement,
#6., page 124, Safety Shoe
Allowance - Effective June 1, 2010 --
$120, Effective June 1, 2011 -- $125, Effective June 1, 2012 -- $130.
ITEMS FROM NON-MONETARY AGENDA
1.
Labor Agreement, pg 1 – Update Company name to read,
“Georgia-Pacific
Consumer Products (Camas) LLC.
5.
Section 13, Call Time, pg 15 – Modify current language as shown
below:
SECTION 13 ‑ CALL TIME
Modify the
following paragraphs to read as follows:
1. Call
Time
will be paid if, in accordance with instructions from the Company, an
employee
works on a floating holiday as defined in Section 7 or during a
vacation
period as defined in Section 24. Call
Time is payable for each separate or distinct shift worked on a
Floating
Holiday or day of vacation, wherein any of the shift hours fall within
the
defined holiday or vacation period.
However, Call Time will not be paid where an employee works
beyond their
shift into their floating holiday or vacation period unless there was
no other
available option to cover such work.
4. (c) When the additional period of work
in the
same day extends into the starting time of the employee’s
established shift on
the following day, no Call Time is payable if the period of work within
the
same day does not exceed four (4) hours and if at least thirty-six (36)
hours
notice thereof, has been given prior to the start of such work.
It is
intended to require the payment of Call Time regardless of whether the
employee
reports for the separate and additional period of work in the same day,
(1) before he reports for his regular shift, or (2) after he
punches
out from his regular shift, provided it is actually a separate period
of work
apart from his regular shift and does not extend into or out of his
regular
shift.
6. Call
Time
is payable for work on a Designated Day Off when such work is at the
Company’s
request. It is understood, however, that
when an employee’s Designated Day Off is traded for another day
off in the same
week at his request and for his own convenience, with the
Company’s consent but
not at the Company’s request, no Call Time is payable, and such a
change in day
off, made at the employee’s request, is not to be considered a
transfer
initiated by the Company as outlined in subparagraph 2 of
Section 11.
12. An
employee
who volunteers to participate in Mill Interactive Committees will not
be
eligible to receive call time for any hours of work associated with
Committee
business provided at least thirty-six (36) hours notice thereof, has
been given
prior to the start of such work.
6.
Section
15, Starting and Stopping of Tour Workers, pg 19 – Modify second paragraph to read,
“Employees shall
clock out no more than seven (7) minutes after the end of their regular
shift
and may clock in no more than seven (7) minutes before their scheduled
shift
begins.”
7.
Section
20, Seniority, A.,
1, pg 22
– Update Company name to read, “Georgia-Pacific Consumer
Products (Camas) LLC.”
8.
Section
20
–
Seniority, B., 2, pg 24
– Modify
probationary period to 90 days.
9.
Section 27, Group Insurance, pg 40 –
Delete existing
language and insert, “The
Group
Insurance Benefit levels, as specified in the Your Life Choices
Sample
Summary Plan Description for Union Employees dated 08/13/2008 that
was
provided to the Union in negotiations on 2/12/10 as modified and agreed
upon by
the parties hereto, will continue in full force and effect for the term
of this
agreement, except that the preferred drug list and the preventive and ch
10.
Section 31,
Arbitration, C., Modify paragraph C. to read:
“The
parties shall select an arbitrator by such means as they may by mutual
agreement choose and such selection shall be made within thirty (30)
calendar
days after the Union notifies the Company that it is carrying a dispute
to
arbitration. In the event that the
Parities do not reach mutual agreement, the Company and the Union agree
to
apply to the Federal Mediation and Conciliation Service for a panel of
seven
(7) persons, each such person being qualified to act as an impartial
arbitrator…” (Remaining
portion of section remains
unchanged).
11.
Section 33, Permanent Discontinuance
of Employment, B., 7, pg 51 – Eliminate current
language and insert, “An eligible employee released from active
employment who
elects COBRA benefits will have such benefits paid by the Company for the first two (2) months.”
13. Section 37, Terms of Agreement and Changes in
Agreement, pg 55 –
Modify date reference in pre-amble, Paragraphs
B, D and E to reflect dates of new agreement.
14.
Exhibit A, Section I, Paragraph D (Job Rate
Retention), pg 59 – Delete the
current
language in paragraphs 2 – 4 and replace with the following:
2. “An
employee with five (5) or more years of service regularly assigned to
the job
permanently eliminated, or who is displaced in the ladder by the reassignment (as provided in 1. above) or who is
reassigned (as provided in 1. above)
to a lower-rated job in the mill shall have their rate of pay reduced
on a graduated schedule; for the first
six (6)
months the employee will receive the rate
of
their permanent job or the rate of their new job, whichever is higher. If after
six
(6) months the employee continues to be permanently assigned to a lower
rated
job, his/her protected rate will be reduced to one half (1/2) of the
difference
between the rate of their prior
permanent job from which they were reduced and their existing rate for
an
additional six (6) months or until he/she occupies a job of equal or higher rate.
After a total of twelve (12) continuous
months the employee will receive the
rate of the job which he/she is actually performing.”
18. Exhibit B, Group
Insurance Program, I., Mill Group
Insurance Committees, pg 78 –
Delete
19. Exhibit B, Group
Insurance Program, II., D, pg
79 – Delete (See attached modified Exhibit B.)
21. Exhibit B, Group
Insurance Program,
22. Exhibit B, Group
Insurance Program,
“Layoff
or Personal Leave of Absence (Excluding Military Service) – If
such employee is
absent from work as a result of a layoff due to disciplinary action or
lack of
work or because of a personal leave of absence requested by the
employee and
approved by the Company, the provisions found in paragraph
“A” and paragraph
“B” above will be applied as if the employee had
terminated.” (See attached modified Exhibit B.)
23. Exhibit B, Group
Insurance Program,
26. Exhibit F, Supplemental Agreements, 7. pg 125 – Replace language in
Paragraph
7 to read as follows, “Effective January 1, 2011, the Camas Mill
will become a Tobacco Free facility.”
27.
Exhibit F, Supplemental Agreements,
16 Drug
and Alcohol Policy, pg 127 –
Edit 1st paragraph to read:
“This policy will establish a random
drug testing
program for all Company employees at the Camas facility.
Random testing will not include testing for
alcohol. An employee Assistance Program
will be available.”
Edit fourth (4th) paragraph, bullet item four
(4) to
read:
“Elements for this drug testing program
will include:
·
Discharge
for a positive test result. Failure to
take a test as reasonably
designated by Management would result in just cause for immediate
discharge.”
Other Sections are to remain unchanged.
Summary Language
Job Rate
Retention
Employees on job
rate
retention at the time of ratification will continue to enjoy the
provisions of
the existing labor agreement associated with the event that placed them
on such
retained rate.
Call Time
There will be a one
time,
lump sum bonus of $1,500 to all employees, actively on the payroll, for
modifications to the Section 13 – Call Time.
This payment is contingent upon receipt of notification of
ratification
and acceptance prior to 5:00 p.m. on May 28, 2010, or prior to the
termination of
the labor agreement, whichever occurs first. Payment will be made as
soon as
practical following a timely ratification.
Tobacco Free
Effective as soon
as
practical following ratification and acceptance of the labor agreement,
prescription drugs which are covered under the proposed GP PPO and GP
ABH plans
for smoking cessation will be included in the prescription drug program
of the
GP PPO 500 and 1000 plans currently available for Camas Bargaining Unit
employees.
Mechanics
Adjustment
Effective the first
full
payroll period following receipt of notification of acceptance, a
$.25/hour
rate adjustment shall be applied to all mechanics and apprentices job
classifications payable to all mechanics on the payroll at the time of
ratification. This wage adjustment shall be retroactive back to June 1,
2009, contingent
upon receipt of notification of ratification and acceptance prior to
5:00 p.m.
on May 28, 2010, or prior to the termination of the labor agreement,
whichever
occurs first. Payment will be made as
soon as practical following a timely ratification.
Effective
the first full payroll period following June 1, 2012, a $.25/hour rate
adjustment shall be applied to all mechanics and apprentices job
classifications payable to all mechanics on the payroll on June 1, 2012.
EXHIBIT B
GROUP INSURANCE PROGRAM
This
Exhibit B sets forth the respective rights and obligations of the
Company and its employees under the Group Insurance Program which has
been
established pursuant to Section 27 of the Labor Agreement.
Coverage
will be provided by the GP medical, dental and insurance plans
as presented in the Summary Plan Description and Schedule of Benefits
provided
to the Union during negotiations in accordance with Section 27 of the
Labor
Agreement.
It is
understood that grandchildren are to be covered if they are
dependents of a regular GP employee and that employee is also their
legal
guardian.
The
negotiated benefit levels, as represented in the SPD and Schedule
of Benefits handed to the Union during negotiations, will not be
reduced during
the term of this Agreement.
I. Continuation
of Coverages
A. All
group
Health and Welfare benefits will terminate in accordance with the
eligibility
requirements outlined in the Summary Plan Description provided to the
Union
during Negotiations.
B. When
the
employee‑employer relationship has not been terminated, but the
employee is not
actively at work because of a disability, layoff, or leave of absence,
all
coverage set forth in Schedule 1 will be subject to the following
conditions:
1. NON-OCCUPATIONAL
DISABILITY – If such employee is on an approved medical leave of
absence due to
disability, benefits coverage will be continued during the period he is
disabled from work for up to nine (9) months in accordance with the
Summary
Plan Description and Schedule of Benefits provided to the Union during
negotiations.
2. OCCUPATIONAL
DISABILITY - If such employee
is on an approved
medical leave of absence due to disability, benefits
coverage will be continued during the
period he is disabled from work for up to twenty
four (24) months in accordance with the
Summary
Plan Description and Schedule of Benefits
provided to the Union during negotiations.
3. LAYOFF OR
PERSONAL LEAVE OF ABSENCE
(EXCLUDING MILITARY SERVICE) ‑ If such
employee is
absent from work as a result of a layoff due to disciplinary action or
lack of
work or because of a personal leave of absence requested by the
employee and approved
by the Company, the provisions found in paragraph “A” above
will be applied as
if the employee’s employment had been terminated.
4. MILITARY
SERVICE ‑ If such employee is absent from work as a result of
participating in
a Reserve Training Program of the Armed Forces of the United States, or
as a
result of serving in the Armed Forces of the United States, the
employee will
be eligible to apply for a leave of absence under the then current
Company’s
Military Leave policy. The provisions for Health and Welfare coverage
continuation for the employee and dependents will be applied in
accordance with
the Company’s Military Leave policy.
C. Whenever
reference is made in this paragraph I to coverages which are to be
continued and the cost thereof which is to be paid by the Company, it
is
understood and agreed the coverages referred to are those outlined in
Schedule 1.
D. This
paragraph I shall not be construed to restrict continuation of a
particular benefit beyond the time when the related coverage is
canceled or
terminated if, and only to the extent, that continuation is
specifically granted
in any relevant contract or plan documents.
II.
Statistical Data
No later than February 1st of each
year the
Company will provide and furnish to the
local Union provided under Parts A, B and C of
Schedule 1, statistical data including premiums, paid by line
coverage,
cost of claims paid, increase or decrease
in reserves
and retention costs for the twelve
month period ended the previous October 31st.
III.
Plan Funding and Administration
The Company will have the sole responsibility: to self‑administer, to self‑insure and/or
select the carriers for the Group Life, Accidental Death and
Dismemberment,
Sickness and Accident, Health Care and Dental Care benefit plans.
IV. General
Provisions
A. The
Company’s obligation and the coverages it provides shall be
subject to all the
limitations and interpretations found in the contracts with selected
carriers
or other plan documents which are not in conflict with the provisions
of this
Exhibit B.
B. Any
dispute
arising out of the operation, administration, or interpretation of any
contract
or other plan document which is not in conflict with the terms of this
Exhibit B shall not be subject to the grievance procedures of this
Labor
Agreement. Any such dispute shall be
adjudicated under the terms of such contract or document.
C. Permission
may be granted by the Company under special circumstances to permit an
employee
to waive receipt of any coverages or benefits under this Group
Insurance Plan,
but in such event the employee shall not receive any monetary
equivalent. The application by an employee
for such
permission and the reply thereto by the Company shall be in writing.
D. Nothing
in
this Exhibit B shall affect the Company’s policies,
practices, and
procedures, including among others, but not limited to, termination of
employment, layoffs, leave of absence and retirement.
E. When
applying the terms of this Exhibit B relating to the termination
or
cancellation of an employee’s coverage or relating to the
employee’s right to
make an election as to the continuation of a coverage at his own
expense, the
Company shall give the employee timely notice in writing.
F.
Future modifications to the S and A plan document are
subject to mutual agreement between the Union and the Company. This does not, however, pertain to
modifications required by law or regulation.
SCHEDULE
1
Part
A ‑ Group
Term Life Insurance, Accidental Death and Dismemberment Insurance and
Non‑occupational
Accident and Sickness Weekly Benefits Insurance.
TABLE
OF HOURLY
The Plan
will include the following coverages and benefits for Eligible
Employees actively at work on June 1, 2009 until the effective
date of the
next open enrollment period following the January 1, 2010 open
enrollment.
GROUP TERM
Effective June 1, 2009 Through The
Effective Date Of The Next Open Enrollment Period Following The January
1, 2010
Open Enrollment
Part Time Employee
5,000
12.52 but less than 13.06
27,000
13.06 but less than 13.33
28,000
15.48 but less than 15.76
32,000
15.76 but less than 16.30
33,000
16.30 but less than 16.84
34,000
16.84 but less than 17.38
35,000
17.38 but less than 17.92
36,000
17.92 but less than 18.46
37,000
18.46 but less than 19.00
38,000
19.00 but less than 19.54
39,000
19.54 but less than 20.08
40,000
20.08 but less than 20.62
41,000
20.62 but less than 21.16
42,000
21.16 but less than 21.70
43,000
21.70 but less than 22.24
44,000
22.24 but less than 22.78
45,000
22.78 but less than 23.32
46,000
23.32 but less than 23.86
47,000
23.86 but less than 24.40
48,000
24.40 but less than 24.94
49,000
24.94 but less than 25.48
50,000
25.48 but less than 26.02
51,000
26.02 but less than 26.56
52,000
26.56 but less than 27.10
53,000
27.10 but less than 27.64
54,000
27.64 but less than 28.18
55,000
28.18 but less than 28.72
56,000
28.72 but less than 29.26
57,000
29.26 but less than 29.80
58,000
29.80 but less than 30.34
59,000
30.34 but less than 30.88
60,000
30.88 and up
61,000
NOTE: Each of the hourly job
rates in the above table is defined as the straight‑time day rate of
the
employee’s regular job exclusive of all premium and fringes. The Part Time Employee Bracket, without
regard to the hourly job rate, will apply to any employee who is not
regularly
scheduled to work thirty or more hours per week.
I.
Group Term Life Insurance
A. Group Term
Life
Insurance will be included in accordance with the above table of Hourly
Job
Rate Brackets and Corresponding Coverages until the effective date of
the next
open enrollment period following the January 1, 2010, open enrollment.
B.
Group
term life insurance will be provided in
accordance with the Summary Plan Description (including the Schedule of
Benefit
pages) given the Union during bargaining.
C.
Effective
no later than January 1, 2011, the Life
Insurance Benefit for all active eligible employees will be $60,000.
II. Accidental
Death and Dismemberment Insurance
A.
Accidental Death and Dismemberment Insurance will be included
in
accordance
with the above Table of Hourly Job Rate Brackets and
Corresponding Coverages until the effective date of the next
open enrollment period following the
January 1, 2010 open enrollment.
B.
Group
term Accidental Death and Dismemberment Insurance
will be provided in accordance with the Summary Plan Description
(including the
Schedule of Benefit pages) given the Union during bargaining.
C.
Effective
no later than January 1, 2011, the AD&D
Insurance Benefit for all active eligible employees will be $60,000.
Accident and Sickness weekly benefit will be
50% of
the employee’s regular classification rate of pay times 40, up to
36 weeks
maximum and provided in accordance with the Summary Plan description
(including
the Schedule of Benefit pages) given to the Union during bargaining
until the
effective date of the next open enrollment period following the January
1, 2010 open enrollment.
IV.
Special
Survivor Benefit Plan
Special Survivor Benefit Plan will be
provided in
accordance with the Summary Plan Description given the Union during
bargaining.
PART
B ‑ HEALTH
(Non‑Occupational)
For Employees and
Dependents
Employees contributions will be
25% of the applicable health care insurance premiums (per dependent
rate),
pre-tax (GP PPO Plan or ABH Plan).
Employees
retiring after January 1, 2009, will pay the full cost of
retiree medical coverage premiums. The
only plans available for retirees and their dependents will be the G-P
retiree
medical plans (indemnity & PPO), subject to future design changes. The premiums will be based on the premiums
applicable to retiree health plans offered by Georgia-Pacific. Additionally, Georgia-Pacific may at its sole
discretion, offer additional health plan options during subsequent and
separate
(from actives) open enrollment periods.
Any additional health plan options that Georgia-Pacific offers
during
future open enrollments will be offered on a calendar year basis, and
may or
may not be continued and/or offered in subsequent open enrollments.
PART
C ‑ DENTAL
DEPENDENTS
Employees
contributions will be 25% of the applicable dental care
insurance premiums (per dependent rate), pre-tax.
EXHIBIT C
Georgia Pacific, LLC
Retirement Plan for Consumer Products and Packaging Employees
SUMMARY OF
APPLICABLE TO THE
CAMAS
INTRODUCTION
This Exhibit C will help you understand
the main features of the Georgia Pacific LLC Retirement Plan for
Consumer Products and Packaging Employees as it applies to you. The information is effective for hourly
employees at Camas, Washington, who are represented by the Association
of
Western Pulp and Paper Workers, Local 5, and who are covered under
the Plan. If you have questions about your
benefits, additional
details can be found in you Summary Plan Description or by contacting
your Plan
Record Keeper.
When you are preparing for retirement,
keep in mind that the Georgia Pacific LLC Retirement Plan for
Consumer Products and Packaging Employees is not the only financial
resource provided for employees. You and
the Company contribute together toward your Social Security benefit. As you near retirement age you should contact
your local Social Security office for full information on the benefits
you can
expect to receive.
Please note: This Exhibit C is
an summary overview
of your Georgia Pacific LLC Retirement Plan for Consumer
Products and
Packaging Employees. The Official
Plan document and Trust Agreement govern the operations of the Plan and
the
payment of all benefits. Information on
how you may review those official documents is given at the end of
this
Exhibit, under “Your ERISA Rights” can be found in
your Summary Plan
Description booklet.
The Georgia Pacific LLC
Retirement Plan for Consumer Products and Packaging Employees…
‑ This
Plan provides a bargained benefit fully paid by the
Company. You
make no contributions toward the cost of
your retirement benefits.
‑ Provides
you with a monthly pension based on your wage
rate and the
number of years of benefits service as described in the Summary
Plan
Description. you are employed by the Company before retiring.
‑ May provide a monthly pension if you become
totally disabled before the time you plan to retire.
‑ Offers you flexible dates for retirement ‑‑ as
early as age 55, if you have the required Vesting Service.
‑ Offers
you a choice of benefit payment options, including continuing benefits
for your
beneficiary after your death.
‑ Can provide a benefit at retirement even
though you leave the Company before that time, if you qualify as a
Terminated
Vested Participant.
Georgia Pacific Corporation The
Company pays the full cost of the Retirement Plan; employee
contributions
are neither required nor allowed. The
Company makes regular contributions to the Retirement Plan Trust Fund. Those contributions are invested on behalf of
Plan members, so that the Trust Fund is maintained at a level that will
pay
present and future benefits for covered employees.
ELIGIBILITY
You are eligible for the Plan effective
on your date of hire and are automatically enrolled in the Plan.
CALCULATING YOUR
BENEFITS
Your Normal Retirement
Benefit at Age 65
Your normal retirement date is the first of the month following
your
65th birthday.
Your normal monthly retirement benefit is
calculated by multiplying your years of Benefit Service times your
Monthly
Benefit Rate, which is based on your wage rate.
The result is the amount you would receive for your lifetime
only, if
there were no modifications to your normal benefit such as an early
retirement,
vested retirement or selection of an option for continuing
spouse’s
benefit. The effect of such modifications
is described later in this Exhibit and in your Summary Plan Description.
To calculate your normal monthly
retirement benefit, find the Regular Straight Time Job Rate
(“Blue Slip Rate”)
you will have on your retirement date.
Look across the chart below to find the Monthly Benefit Rate for
your
“Blue Slip Rate”. Then
multiply the
Monthly Benefit Rate times the years of Benefit Service you will have
at
retirement. Further information on your projected pension
calculation may be
obtained from Human Resources. Further
information on your projected pension calculation may be found in your
Summary
Plan Description or by contacting your Plan Record Keeper.
SCHEDULE OF
BENEFIT RATES
Corresponding
Regular Straight Monthly Benefit Rate
Time
Job Rate Per Year of Service
Classifi-
(“Blue Slip Rate”)
Payable at Age 65 on a
cation Lifetime Only Basis
1/1/06 1/1/07 1/1/08
1/1/09
1 15.48 - 15.82 35.00 36.00 37.00
38.00
2 15.83 ‑ 16.16 35.50 36.50 37.50
38.50
3 16.17 ‑ 16.50 36.00 37.00 38.00
39.00
4 16.51 ‑ 16.85 36.50 37.50 38.50
39.50
5 16.86 ‑ 17.19 37.00 38.00 39.00
40.00
6 17.20 ‑ 17.53 37.50 38.50 39.50
40.50
7 17.54 ‑ 17.87 38.00 39.00 40.00
41.00
8 17.88 ‑ 18.22 38.50 39.50 40.50
41.50
9 18.23 ‑ 18.56 39.00 40.00 41.00
42.00
10 18.57 ‑ 18.90 39.50 40.50
41.50 42.50
11 18.91 ‑ 19.24 40.00 41.00
42.00 43.00
12 19.25 ‑ 19.58 40.50 41.50
42.50 43.50
13 19.59 ‑ 19.92 41.00 42.00
43.00 44.00
14 19.93 ‑ 20.26 41.50 42.50
43.50 44.50
15 20.27 ‑ 20.61 42.00 43.00
44.00 45.00
16 20.62 ‑ 20.95 42.50 43.50
44.50 45.50
17 20.96 ‑ 21.30 43.00 44.00
45.00 46.00
18 21.31 ‑ 21.65 43.50 44.50
45.50 46.50
19 21.66 ‑ 22.00 44.00 45.00
46.00 47.00
20 22.01 ‑ 22.35 44.50 45.50
46.50 47.50
21 22.36 ‑ 22.70 45.00 46.00
47.00 48.00
22 22.71 ‑ 23.05 45.50 46.50
47.50 48.50
23 23.06 ‑ 23.40 46.00 47.00
48.00 49.00
24 23.41 ‑ 23.75 46.50 47.50
48.50 49.50
25 23.76 - 24.11 47.00 48.00
49.00 50.00
26 24.12 - 24.47 47.50 48.50
49.50 50.50
27 24.48 - 24.83 48.00 49.00
50.00 51.00
28 24.84 - 25.19 48.50 49.50
50.50 51.50
29 25.20 - 25.55 49.00 50.00
51.00 52.00
30 25 56 - 25.91 49.50 50.50
51.50 52.50
31 25.92 - 26.27 50.00 51.00
52.00 53.00
32 26.28 - 26.63 50.50 51.50
52.50 53.50
33 26.64 - 26.99 51.00 52.00
53.00 54.00
34 27.00 - 27.35 51.50 52.50
53.50 54.50
35 27.36 - 27.71 52.00 53.00
54.00 55.00
36 27.72 - 28.07 52.50 53.50
54.50 55.50
37 28.08 - 28.43 53.00 54.00
55.00 56.00
38 28.44 - 28.79 53.50 54.50
55.50 56.50
39 28.80 - 29.15 54.00 55.00
56.00 57.00
40 29.16 - 29.51 54.50 55.50
56.50 57.50
41 29.52 - 29.87 55.00 56.00
57.00 58.00
42 29.88 - 30.23 55.50 56.50
57.50 58.50
43 30.24 - 30.59 56.00 57.00
58.00 59.00
44 30.60 - 30.95 56.50 57.50
58.50 59.50
45 30.96 - 31.31 57.00 58.00
59.00 60.00
46 31.32 - 31.67 57.50 58.50
59.50 60.50
47 31.68 - 32.03 58.00 59.00
60.00 61.00
48 32.04 - 32.39 58.50 59.50
60.50 61.50
49 32.40 - 32.75 59.00 60.00
61.00 62.00
50 32.76 - 33.11 59.50 60.50
61.50 62.50
51 33.12 - 33.47 60.00 61.00
62.00 63.00
52 33.48 - 33.83 60.50 61.50
62.50 63.50
53 33.84 - 34.19 61.00 62.00
63.00 64.00
54 34.20 - 34.55 61.50 62.50
63.50 64.50
55 34.56 - 34.91 62.00 63.00
64.00 65.00
56 34.92 - 35.27 62.50 63.50
64.50 65.50
Half cents will be rounded up to the next
whole cent.
CALCULATING YOUR BENEFITS
Your
Normal
Retirement Benefit at Age 65 (Continued)
Your
Monthly
Benefit Rate applies to all your Benefit Service prior to and through
the
period the above schedule is in effect.
However, in the event your job rate is reduced, any reduced
Monthly
Benefit Rate will apply only to the Benefit Service for which you are
credited
on and after the next effective date of a subsequent schedule.
Generally,
if
you were actively at work on the effective date of the above schedule,
your
regular straight time job rate on that date will determine your Monthly
Benefit
Rate. However, there are conditions that
can affect which job rate is applicable.
These are:
‑ If you are hired or rehired after the most
recent schedule
effective date, the regular straight time job
rate
(“Blue Slip Rate”) of the position you are hired or rehired
into will determine
your corresponding monthly benefit rate.
‑ If you return to active employment from an
authorized leave of absence, the regular straight time job rate
(“Blue Slip
Rate”), depending on the date of your return to active
employment, of the job
you return to, will determine your corresponding monthly benefit rate.
‑ If you terminate employment while on an
authorized leave of absence, and upon termination are entitled to a
present or
future benefit from the Plan, your regular straight time job rate
(“Blue Slip
Rate”) of the job you left will determine your corresponding
monthly benefit
rate.
‑ If you transfer from a location outside the
mill or from salary to hourly after the effective date of the above
schedule,
the regular straight time job rate (“Blue Slip Rate”) of
the position
transferred to will determine your corresponding monthly benefit rate.
‑ Notwithstanding the general rule stated
above, if you are actively at work on the applicable effective date
and, due to
operation of the Job Rate Retention provisions of the labor agreement,
you are
being paid at a straight time job rate (“Blue Slip Rate”)
greater than the
straight time job rate (“Blue Slip Rate”) of the job you
currently are holding,
the straight time job rate (“Blue Slip Rate”) you are
actually being paid will
determine your corresponding monthly benefit rate.
Notwithstanding the general rule stated
above, if you
are actually at work on the applicable effective date, have been
permanently
assigned to the same position for at least one year and prior to
such
effective date, due to ill health, are unable to perform such permanent
job and
are transferred on or after your 50th birthday to a lower straight time
job
rate, your straight time job rate prior to such a transfer will be
deemed to be
the straight time job rate to determine your corresponding monthly
benefit
rate. Such monthly benefit rate will
remain in effect until you attain a straight time job rate under a
subsequent
schedule which entitles you to a higher monthly benefit rate.
-
Notwithstanding
the general rule stated above, if an employee has been permanently
assigned to
the same position for at least 1 year and is transferred to a lower
Straight
Time Job Rate, the Employee’s Straight Time Job Rate, as it falls
within the
applicable Table, prior to such transfer, shall be deemed to be the
Straight
Time Job Rate to determine the Employee’s corresponding Monthly
Benefit Rate
under the applicable Table, and such Monthly Benefit Rate shall remain
in
effect until such Employee attains a Straight Time Job Rate under a
subsequent
Table which entitles the Employee to a higher Monthly Benefit Rate.
‑ If you are a new employee filling a position
created after the latest effective date, the regular straight time job
rate
established for your position will be reduced by any wage increases
granted
after the latest effective date for the purpose of determining your
corresponding monthly benefit rate.
‑ If a government entity imposes a wage freeze
during the term of the Labor Agreement, the bracket in effect at that
time will
continue to apply. If you are promoted
and would have moved up on a subsequent schedule, your new frozen job
rate will
apply to the applicable bracket as though you had been at your promoted
rate on
the Schedule in effect prior to the wage freeze. This
provision is applicable provided any
such wage freeze rules permit it.
Figuring a Normal Retirement Benefit
These examples of retirement benefits show
benefits
determined by the indicated Monthly Benefit Rates when payments are for
your
lifetime only. If you elect a form of
retirement income with a survivor benefit, the amount would be reduced
in
accordance with your choice.
Monthly Benefit Rate
$40.00
$45.00 $50.00
Years Of
Benefit
Service
Monthly Retirement Income For Your Lifetime Only:
20
$800.00 $ 900.00 $1000.00
25
1000.00 1125.00
1250.00
30
1200.00 1350.00
1500.00
35
1400.00 1575.00
1750.00
Acquired Companies:
Service and Benefit Offsets
If you were employed with certain companies
acquired
by Georgia Pacific or a non‑participating subsidiary, you may be
granted
additional Service credit for such employment.
However, any benefits you may receive from another pension plan
on
account of such employment will not be duplicated by the Georgia
Pacific
Retirement Plan.
IF YOU LEAVE BEFORE
Even if you leave Georgia Pacific before your
normal
retirement date, you will still receive a pension benefit if you
qualify for an
Early or Disability Retirement, or for a Vested Termination.
Early Retirement
You can
retire early if you meet the following age and Vesting Service requirements:
Age Years
of Vesting Service
55 ‑ 57
15
58
14
59
10
60 and Over 5
Your
benefits are figured the same way as benefits at normal retirement age. Then they are multiplied by an early
retirement factor for your age when payments will begin, as follows:
Benefits
Begin Benefits Begin
At Age Factor At Age
Factor
65
100% 59
82%
64* 97% 58
79%
63* 94% 57
76%
62* 91% 56
73%
61
88% 55
70%
60
85%
* Non‑Discounted
Early Retirement. If you retire when you
are 62 and have 20 or more years of Vesting Service, you receive your
normal
retirement benefits starting immediately, with no reduction.
Level Income Arrangement
If you do retire early, before you’re 62,
you may need a greater retirement benefit until you are eligible for
Social
Security benefits which are currently not available until age 62
unless
you are disabled. You may elect to have
your Georgia Pacific benefit increased during those years between your
early
retirement and age 62. Then, when
your Social Security benefits begin at age 62, your Georgia
Pacific
benefit will be reduced. This “Level
Income Option” will help “level” your retirement
income until the time when all
benefits are being paid. You may elect
this arrangement in addition to one of the payment options described
later in
this Exhibit.
Disability Retirement
The Plan can provide income if illness or
injury prevents you from working. You
are entitled to a disability pension if ...
‑ You have completed at least five years of
Vesting Service
and have been permanently disabled at least
six consecutive calendar months prior to date of retirement, and
‑ You have presented a Social Security Award
Letter. The Company may require the
participant to submit current proof of Social Security disability
status (e.g.
a letter from the SSA if the letter is old).
The Company reserves the right to request proof of Social
security
disability status on an ongoing basis no more than once every six
months. If proof is not submitted when
requested, the
Company may suspend disability benefits until acceptable proof is
provided by
the participant, at which time benefits will be reinstated retroactive
to the
suspension date.
The
six‑month
requirement will be waived, for the sole purpose of qualifying your
designated
beneficiary (as described below), if all of the following conditions
are met:
‑ You are not eligible for
Early Retirement,
‑ You
have been required to discontinue active employment due to an incurable
terminal disease, verified by competent medical authority,
‑ You have applied for Total
and Permanent
Disability
Retirement,
- You die as a result of said
incurable disease
within the
two‑month
period.
- The disability commencement
date is to be six
months after the latter of (1) – the disability date in the SSA
disability
award, or (2) the first day of absence due to disability.
If all of
these conditions are met, your designated beneficiary will receive the
payment
option you elected on the first of the month following your death.
Your disability pension is calculated
like your normal retirement benefit, using your Benefit Service and
Monthly
Benefit Rate in effect at the time of your retirement.
Your disability pension is not reduced by an
early retirement age factor, no matter what your age at disability
retirement,
although your pension amount may be adjusted if you choose an optional
method
of payment.
Eligibility. A Participant
shall be eligible for disability benefits if such Participant:
(a)
Has
completed at
least five (5) years of Vesting Service on the date he last worked;
(b)
Becomes
Totally
Disabled as defined below;
(c)
Is an
Active
Participant (as defined below) in this Plan on the date of onset of
such total disability; and
(d)
Remains
so
disabled until his Disability Annuity Starting Date as defined below.
Definition
of Active Participant. For any Plan
Year (or any portion thereof), any Employee who has been admitted to,
and not
removed from, active participation under this Exhibit to the Plan since
the
last date his employment commenced or recommenced.
For the purpose of determining eligibility
for a Disability benefit, an Active Participant includes any individual
who is
(i) actively at work, (ii) on vacation, or (iii) on an approved leave
of
absence and has been on the approved leave of absence for less than one
(1)
year on the date he became Disabled.
Definition
of Total Disability. For purposes
of this section, a Participant shall be deemed to be totally disabled
for any
period during which he is recognized as being totally disabled by the
Social
Security Administration pursuant to a current Social Security
disability award
that includes a disability onset date (a copy of which, together with
any
modifications, must be provided to the Plan Administrator).
Amount
of Disability Benefit. A
Participant’s monthly disability benefit shall equal such
Participant’s Accrued
Benefit as of his Disability Annuity Starting Date as defined below. Such Accrued Benefit shall be calculated
using the Participant’s Benefit Service accrued to the Disability
Annuity
Starting Date (provided, however, that in no event shall the
Participant
receive credit for more than one (1) year of Benefit Service for the
period
following his last day actively at work), and the benefit level in
effect on
the Disability Annuity Starting Date.
Disability
Annuity Starting Date. Disability
benefits will commence as of the first day of the month following the
later of
the completion of a six (6) month absence from work because of total
disability
or the satisfaction of the eligibility requirements above.
Forms of Disability Benefit. Disability
benefits shall be paid in one of the following optional forms:
1.
Single
Life Annuity
2.
Joint
and One-Half Survivor Annuity
3.
Joint
and Three-Quarters Survivor Annuity
4.
Joint
and Full
Survivor Annuity
Termination
of Disability Benefits.
(a)
Payment
of
disability benefits shall cease upon the earliest to occur of the
following:
(i)
The
Participant
ceases to be totally disabled;
(ii)
The
Participant
refuses to provide the Plan Administrator with the information required
under
paragraph (b) below; or
(iii)
Attainment
of
Normal Retirement Age, at which time the Participant’s disability
benefit shall
be converted to a normal retirement benefit payable in a form elected
by the
Participant.
(b)
The
Plan
Administrator shall have the right to require verification satisfactory
to it
of the Participant’s disability as frequently as every six (6)
months (which
verification shall include substantiation of continued Social Security
eligibility), and failure to do so shall not be deemed to be a waiver
of this
right. If the Plan Administrator, in its
discretion, determines that the Participant is no longer permanently or
totally
disabled, his disability benefits shall cease.
Death
While Disabled. This
provision applies to a Participant who qualified for a disability
benefit and
who elected his form of payment but dies before or after the
commencement of
his disability benefit. Such
Participant’s surviving Spouse shall be entitled to a benefit
based on the
pre-retirement survivor annuity provided in the Plan.
The
pre-retirement survivor annuity will be determined using the Reduction
Factors
from the Early Retirement Pension provisions regardless of the Vesting
Service
accrued by the Participant. Notwithstanding
the foregoing, such surviving Spouse may elect to receive, in lieu of
the
pre-retirement survivor annuity, the survivor benefit paid under the
benefit
form elected by the Participant on his disability benefit election form.
Vested Benefits After Termination
If you
have satisfied vesting requirements, you’re entitled to a vested
benefit if you
leave for any reason other than normal, early or disability retirement. The vesting retirements are:
Years of Vesting
Age at Termination Service Needed
Any Age
5
Your benefits are determined at your date of
termination of employment. If you want
them to begin before you’re 65, they are multiplied by a factor
for your age at
the time your payments start.
Benefits
Begin Benefits
Begin
At
Age Factor
At Age Factor
65
1.0000
59 .5887
64
.9090
58 .5436
63
.8288
57 .5031
62
.7580
56 .4664
61
.6950
55 .4331
60
.6389
The
earliest age benefits may commence is age 55.
HOW YOUR PENSION IS PAID
Your
pension benefit will be paid to you once each month.
The actual amount you receive each month will
depend upon several factors other than the normal benefit calculation;
these
are marital status and option selected, if any.
Your Marital Status
If you are
SINGLE when you retire, you will receive the full monthly amount as
calculated
under the benefit formula, for the rest of your life.
If you are
MARRIED when you retire, your monthly pension benefit is reduced to
provide a
lifetime income for your spouse if he or she outlives you.
The benefit payable to your surviving spouse
is 50% of the amount you received during your lifetime unless you
select
another available payment option (see below).
The amount of reduction in your benefit needed to provide this
continuing income for your spouse will depend on the ages of you and
your
spouse at the time you retire.
Payment Options
No
matter what your marital status when you
retire, if you are taking NORMAL or EARLY retirement, you may select
one of the
following payment options if you feel it better suits your personal
needs.
‑ Single Life Annuity. You
receive the full amount produced under
the benefit formula as long as you live.
‑ 100% Survivor option. You
receive reduced monthly payments, and
after your death your designated beneficiary receives the SAME amount
for life.
- 50% Survivor option. You
receive reduced monthly payments and
after your death your designated beneficiary receives 50% of the amount
for
life.
- Ten Year Certain and Life Annuity. You receive reduced monthly payments for your
life, and if you should die before receiving 120 monthly payments,
your
designated beneficiary receives continued payments in the same amount
until a
total of 120 payments have been made. If you do not have a
beneficiary
when you die, benefits are paid to your estate.
If you are
single and are either eligible for disability retirement or qualify as
a
Terminated Vested Participant, all payment options are available,
except the
Level Income option.
If you are
married and are either eligible for disability retirement, or qualify
as a
Terminated Vested Participant, your benefit is automatically the 50%
Survivor
Benefit unless you elect any other option, with the notarized approval
of your
spouse.
You may
change your election anytime before your income starts.
However, if you request information before
your income starts as to the effect of any elections, the time you have
for
changing your election will be extended 90 days from the date the
information is furnished to you.
SURVIVOR BENEFITS
If You Defer Your Income
The Plan
provides protection for your survivor’s benefits if you should
die before your
benefits begin.
The amount
of benefit payment to your survivor will be equal to the amount your
survivor
would have received after your death if you had requested to have your
pension
income start on the first of the month following your death.
If you die
after you have retired or left the Company and you are vested , but
before your
retirement benefits start, your spouse will receive a post-retirement
survivor
benefit. To qualify, you must be legally
married to your spouse for the 12-month period before your death.
Benefits
are paid to your spouse beginning on the date you would have been
eligible for
normal retirement benefits. If your
spouse requests, benefits can be paid as early as the first day of the
month
following the date you would have turned age 55, or if later, the date
you die.
Your
spouse’s benefit is calculated as though you had survived to the
date your
spouse elects to begin receiving benefits and had started receiving a
joint and
50% survivor annuity the day before. If
you elect another payment option and die before benefits commence,
survivor
benefits will be paid based on the payment option elected.
If you die
after your benefits have started, your survivor’s benefit will be
paid
according to the conditions described under “How Your Pension is
Paid.”
$1,000 Post-Retirement Survivor Benefit
In
addition to other benefits payable under this Plan, if you retire from
active
service, your spouse may receive a $1,000 lump sum payment when you die. Your spouse qualifies if you:
· Retire immediately after your service with the
Company ends, or
· Retire while you are covered by a
multi-employer plan to which the Company contributes.
If you are
not married-or if your spouse consents in writing-you can choose to
have
someone other than your spouse receive this benefit.
If you are single, you must designate a
beneficiary in writing. If you do not
have a beneficiary when you die, benefits are paid to your estate.
Spouse’s Benefits If You Die Before
Retirement
If
you are
married and are eligible for normal or early retirement, your spouse
will
receive a spouse’s benefit upon your death during employment. This benefit payment will be equal to the
amount your spouse would have received after your death if you had
elected a
full survivor option and retired on the first of the month following
your
death. Payments can commence on the
month following death or later if desired.
If you are
married and are vested but not yet 55 at the time of your death, your
spouse
will receive a spouse’s benefit upon your death during
employment, commencing
no earlier than the earliest date you could have commenced receiving
benefits. This benefit payment will be
equal to the amount your spouse would have received after your death if
you had
elected a 100% survivor option, terminated your employment and deferred
receipt
of benefit until age 55.
You must
have been married to your spouse during the entire 12‑month period
before your
death for your spouse to be entitled to this benefit.
The
benefit is paid in equal monthly payments for the lifetime of your
spouse.
DEFERRED RETIREMENT
If you are
employed with the Company after you reach age 65, any retirement
income to
which you are entitled will not be payable until your actual retirement.
OTHER INFORMATION
Additional information concerning other
aspects
related to your pension including General Information, Claiming
Benefits,
Termination of the Plan, Administrative Details, and ERISA Rights, can
be found
in the Summary Plan Description.
GENERAL INFORMATION
How Your Service is Calculated
Three
types of service are important for your Retirement Plan:
‑ Eligibility Service determines when you may
participate in
the Plan.
‑ Vesting Service determines when you have the
right to re-
tire or terminate with benefits.
‑ Benefit Service is used in the calculation of
your benefits.
In this
section, wherever “Service” is used, it includes
Eligibility, Vesting and
Benefit Service unless otherwise specified.
If your
employment includes service prior to January 1, 1976, you are credited
with
Vesting Service and Benefit Service according to the Plan provisions
that were
in effect prior to January 1, 1976. This
means that all the rules relating to breaks in service (including
required
minimum hours and length of employment) under those provisions apply to
your
employment up to January 1, 1976.
Service
from
January 1, 1976 is basically credited for your continuous period of
employment. You may, however, lose
credit for service under certain conditions.
Your Service ends after one year of absence if:
‑ You are absent from active employment due to
layoff, or
‑ You have an unpaid leave of absence of over
one year and
do not return to work in the time allowed, or
‑ You have an unpaid leave of absence for the
purpose of
being a full‑time or part‑time union officer
or
employee, or for holding public office.
If you
are re‑employed
within 12 months after first becoming absent from active
employment for
any reason, the period of time you were absent is added to your
Eligibility and
Vesting Service, but does not count for Benefit Service.
If you
were
not vested, and you terminate employment and do not return to active
employment
within five years after your period of Service ends, you may lose
your
prior service. You lose your prior
service only if your period of severance from Service equals or exceeds
the greater
of five or the number of years of service before the break. This rule is applied separately to prior
Vesting Service and Eligibility Service.
If Vesting Service is lost, all prior Benefit Service is lost at
the
same time.
If you
were granted credit for past service with an acquired corporation, the
Plan may
provide that such past service is lost if you incur any break in
service and
the above rules do not apply.
Reinstatement Rule: Even if you
do lose prior Service because of the above rules, up to five years
of your
prior Service will be reinstated upon your return to active employment. Any acquired corporation service cannot be
reinstated.
How You Could Lose Your Benefits
The
following are circumstances any one of which may result in
disqualification,
ineligibility, denial, loss, forfeiture, or suspension of benefits
described in
the summary:
‑ You fail to meet the eligibility requirements
for benefits.
‑ You leave the Company before you have a
non‑forfeitable
right to your accrued benefits.
This happens if you have not satisfied the
requirements for retirement benefits or termination of employment with
vested
benefits.
‑ You die while in employment and have not
satisfied the
requirements for a spouse’s benefits
prior to your
death.
‑ If you are re‑employed by the Company while
receiving a
retirement income, benefit payments will be
suspended
until your employment terminates again.
Your benefits will then be redetermined to take into account the
value
of the benefits you previously received.
The $1000 death benefit is payable only when you’re
actually in
retirement.
Claiming Benefits
To receive
benefits, you or your beneficiary must file a claim for benefits by
completing
the necessary forms. If you are married
and choose a payment option other than a joint and survivor option,
your spouse
must sign the necessary forms and have the signature notarized. These forms may be obtained from your
Benefits Representative, who will aid you or your beneficiary in
completing the
forms.
Claims Review
If your claim for benefits is denied, you
will be provided with a notice within 90 days after your
application is
received from the Plan Administrator. It
will contain:
‑ Specific
reason for denial.
‑ Specific
reference to the Plan provision upon which the
denial is
based.
‑ Description
of any additional information which is neces-
sary to
perfect the claim and why this information is necessary.
‑ Explanation
of the Review Procedure described below.
If special circumstances require an
extension of up to an additional 90 days for processing of the
claim, you
will be notified in advance of the extension, the nature of the special
circumstances and how soon the Plan Administrator expects to make a
decision.
If the claim has been denied, you or your
beneficiary or an authorized representative may appeal by asking for a
review
under the following Review Procedure:
‑ Application
for Review must be filed with the Plan Adminis-
trator in
writing within 60 days after receipt of the denial notice for
application
purposes only. You or your beneficiary
or an authorized representative may review pertinent documents, other
than
legally privileged materials. The appeal
letter should state the reasons for believing the claim should be paid,
including all pertinent data.
‑ After
receiving the Application for Review, the Plan Admin-
istrator may
require submission of additional material necessary and will review the
claim. A written notice of its decision
will be sent within 60 days of receipt of the appeal.
Special circumstances may delay the review
decision up to an additional 60 days for processing.
If this 60‑day extension is required, the
applicant will receive written notification in advance.
‑ If
the denial is confirmed, the notice will include the rea-
sons for the
decision and reference to the specific plan provisions which are
pertinent to
the decision.
Termination of the
Plan
The Company expects to continue the Plan
indefinitely. Future conditions,
however, cannot be foreseen, and the Board of Directors retains the
authority
to amend or to terminate the Plan at any time and for any reason,
subject to
any applicable collective‑bargaining agreement.
Upon termination of the Plan, no assets
of the Plan shall revert to Fort James or any other member of the
Affiliated
Group or be used for purposes other than the exclusive purpose of
providing
benefits to the Participants, Spouses, Joint Annuitants, and the
Beneficiaries
who have an interest in the Plan and of defraying the reasonable
expenses of
administering the plan and such termination, except as otherwise
provided
below.
Each
Participant shall become fully vested in
such Participant’s accrued benefit. Upon
termination of the Plan, the Trust Fund shall continue until all of its
assets
have been distributed as provided below.
Except as otherwise provided by law, neither a Participating
Company nor
any other person shall have any liability or obligation to provide
benefits
hereunder after such termination. Upon
such termination, Participants, Spouses, Joint Annuitants and
Beneficiaries
shall obtain benefits solely from assets of the Plan.
Upon
termination of the Plan, its assets
shall be allocated by the Pension Review Panel on an actuarial basis
among
Participants, Spouses, Joint Annuitants and Beneficiaries in the manner
prescribed by law. Any residual assets
remaining after such allocation shall be distributed to the
Participating
Companies if all liabilities of the Plan to Participants, Spouses,
Joint
Annuitants and Beneficiaries have been satisfied and such distribution
is
legal.
There are
further restrictions placed on highly compensated participants in the
event of
an early termination of the Plan.
FOR THE RECORD
Administrative Details
Name of Plan: Georgia-Pacific
Retirement Plan for Consumer
Products and Packaging Employees
Plan Sponsor: Georgia-Pacific
Corporation
133 Peachtree Street N.E., 14th
Floor
Atlanta, GA 30303
Telephone:
(404) 652-4000
Participating Employers:
Employers
are Georgia-Pacific Corporation or certain subsidiaries.
You or any beneficiary may receive, upon
written request, information as to whether a particular employer is a
participating employer and that employer’s address.
Plan Administrator:
Georgia-Pacific Corporation
133 Peachtree Street N.E., 14th
Floor
Atlanta, GA 30303
Telephone:
(404) 652-4000
A Pension
Review Committee is appointed by Georgia-Pacific. The
Committee is responsible for hearing
participants’ appeals and ensuring that the administration of the
Plan is in
accordance with the provisions of the Plan.
Agent for Services of
Legal Process: Legal process
relating to the Plan may be served on the Plan
Administrator or the Trustee. Legal papers or summonses served on the
Plan
Administrator should be directed to:
CT Corporation System
1201 Peachtree Street,
N.E.
Suite 1240
Atlanta, Georgia 30361
(404) 888-6488
Plan Numbers:
Employers Identification
Number:
(EIN) 93-0432081
Plan Number: (
Plan Trustee: State
Street Bank and Trust Company
State Street Financial
Center
One Lincoln Street
Boston, MA 02111-2900
Plan Year:
January 1 through December 31.
Plan Funding:
The
Georgia-Pacific Retirement Plan for Consumer Products and Packaging
Employees
is a defined benefit pension plan. To
provide for future pension payments, the Company makes regular
contributions to
an independent Trust fund. The amount
contributed varies from year to year, depending on the recommendations
of
independent, accredited actuaries.
According to the terms of the Plan and Trust Agreements, all
contributions are paid directly into a Trust fund managed by State
Street Bank
& Trust. The Trustee invests the
assets of the fund, from which benefits are paid to Plan members and
beneficiaries.
Plan Termination
Insurance: Benefits under this Plan are insured by
the
Pension Benefit Guaranty Corporation (PBGC) if the Plan terminates. Generally, the PBGC guarantees most vested
normal age retirement benefits, early retirement benefits, and certain
disability and survivor’s pensions.
However, PBGC does not guarantee all types of benefits under
covered
plans, and the amount of benefit protection is subject to certain
limitations. The PBGC guarantees vested
benefits at the level in effect on the date of plan termination. However, if a plan has been in effect less
than five years before it terminates, or if benefits have been
increased within
five years before plan termination, the whole amount of the
plan’s vested
benefits or the benefit increase may not be guaranteed.
In addition, there is a ceiling on the amount
of monthly benefit the PBGC guarantees, which is adjusted periodically. For more information on the PBGC insurance
protection and its limitations, ask your Plan Administrator or the PBGC. Inquiries to the PBGC should be addressed to
the Office of Communications, PBGC, 1200 K Street, N.W.,
Washington, D.C. 20005-4026. The PBGC
Office of Communications may also be
reached by calling (202) 326-4000.
Your
ERISA Rights
As
a member
of the benefit plan described in this booklet, you have certain rights
and
protections, as outlined in the following statement adapted from
regulations of
the U.S. Department of Labor.
While
we
want you to know what you are now guaranteed by law, we believe that
all your
rights will continue to be protected as a matter of Company policy.
In
1974 the
Employee Retirement Income Security Act (ERISA) was enacted to
safeguard the
interests of participants and beneficiaries in employee benefit plans.
ERISA provides that all plan members are
entitled to:
‑
Examine, without charge, at the Plan
Administrator's office and at other specified locations such as
worksites and union
halls, all documents governing the Plan, including a copy of the latest
annual
report (Form 5500 Series) filed by the Plan with the U.S. Department of
Labor
and available at the Public Disclosure Room of the Employee Benefits
Security
Administration. The above includes examination of copies of the
collective‑bargaining
agreement under which Schedule 85 of this Plan is maintained.
‑
Obtain, upon written request to the Plan
Administrator, copies of documents governing the operation of the Plan,
copies of
the latest annual report (Form 5500 Series) and updated summary plan
description. The Plan Administrator may
make a reasonable charge for the copies.
‑
Receive a summary of the Plan's annual
financial report. The Plan Administrator
is required by law to furnish each participant with a copy of this
summary
annual report.
-
Obtain a statement telling you whether you have
a right to receive a pension at Normal Retirement Age (age 59
½), and if so,
what your benefits would be at normal retirement age if you stop
working under
the Plan now. If you do not have a right
to a pension, the statement will tell you how many more years you have
to work
to get a right to a pension. This statement must be requested in
writing and is
not required to be given more than once every twelve months. The Plan must provide the statement free of
charge.
In
addition
to creating rights for Plan participants, ERISA imposes duties upon the
people
who are responsible for the operation of the employee benefit plan. The people who operate your Plan, called
"fiduciaries" of the Plan, have a duty to do so prudently and in the
interest of you and other Plan participants and beneficiaries. No one, including your employer or any other
person, may fire you or otherwise discriminate against you in any way
just to
prevent you from obtaining a benefit or exercising your rights under
ERISA. However, this rule neither
guarantees continued employment nor affects your employer’s right
to terminate your
employment for other reasons.
If
your claim for a benefit is denied in whole or in part, you have the
right to
know why this was done, to obtain copies of documents relating to the
decision
without charge, and to appeal any denial, all within certain time
schedules.
Under
ERISA, there are steps you can take
to enforce the above rights. For
instance, if you request a copy of Plan documents or the latest annual
report
from the Plan and do not receive them within 30 days, you may file suit
in a
Federal court. In such a case, the court
may require the Plan Administrator to provide the materials and pay you
up to
$110 a day until you receive the materials, unless the materials were
not sent
because of reasons beyond the control of the Plan Administrator.
If
you have a claim for benefits, which is
denied or ignored, in whole or in part, you may file suit in a state or
Federal
court. In addition, if you disagree with
the Plan Administrator’s decision or lack thereof concerning the
qualified
status of a domestic relations order, you may file suit in a Federal
court. If it should happen that Plan
fiduciaries misuse the Plan's money, or 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 fees. If you are successful, the court may order
the person you have sued to pay these costs and fees.
If you lose, the court may order you to pay
these costs and fees; for example, if it finds your claim is frivolous.
If
you have any questions about your Plan,
you should contact the Plan Administrator.
If you have any questions about this statement or about your
rights
under ERISA, or if you need assistance in obtaining documents from the
Plan
Administrator, you should contact the nearest area office of the
Employee
Benefits Security Administration, U. S. Department of Labor, listed in
your
telephone 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.