Information Required by ERISA

The following information is required by the Employee Retirement Income Security Act Of 1974 (ERISA).

Name of Plan
Southern California IBEW-NECA Pension Plan

Type of Plan
This is a defined benefit pension plan. A defined benefit pension plan is one that has a definite formula for computing amounts of pension benefits based on your work history.

Type of Administration
The Board of Trustees of the Southern California IBEW-NECA Pension Trust Fund is the administrator of this Plan.

The Board is composed of an equal number of Employer and Union Trustees.

Many of the tasks of Plan administration have been delegated to salaried administrative personnel employed by the Board of Trustees of the Southern California IBEW-NECA Pension Trust Fund.

The address and telephone number of the Administrative Office of the Trust Fund are as follows:

Southern California IBEW-NECA Pension Trust Fund Administrative Office
100 Corson Street, Suite 200
Pasadena, CA 91103

Mailing Address:
PO Box 6652
Pasadena, CA 91109

(323) 221-5861
(800) 824-6935 Toll-Free Nationwide
(323) 726-3520 Fax

Plan Year
This Plan's fiscal year for record keeping and accounting purposes ends on June 30.

Funding and Contributions
Plan Participants do not contribute to this Plan. Employer contributions are the only source of funding. These contributions are made according to the collective bargaining agreements between Union Locals and Employers (or, in some cases, other types of written agreements between Employers and the Board of Trustees).

Assets of the Plan are held in trust by the Amalgamated Bank for the benefit of Plan Participants and Beneficiaries.

Benefits are provided directly from the assets of the Trust Fund.

Plan Termination and Plan Amendment
The Board of Trustees fully intends to maintain the Plan on a sound actuarial basis. Although there are certain legal minimum annual contributions which must be made to maintain the Plan, neither your Contributing Employers, nor the Union, nor the Board of Trustees, nor any of their officers, agents, or employees, guarantee in any manner, that contributions will be made.

All contributions made by your Employers will be placed in the Trust Fund and all benefits under the Plan will be paid from the Trust Fund in accordance with Plan rules. Any person having any entitlement to benefits under the Plan should look to the assets of the Trust for satisfaction.

The Board of Trustees intends to continue the Plan indefinitely, but reserves the right to amend the Plan, to change the method of providing benefits, or to terminate the Plan if that should ever be necessary. In such a case, you will be notified of any changes that must be made and the reason behind any such decision. No Amendment will be made to the Plan that would deprive you of benefits you had already accrued before such Amendment or change was made. Under the law, no Amendment or change can be made that would divert any part of the Trust Fund's assets to a purpose other than for the exclusive benefit of you or your eligible Beneficiaries.

If the Plan must be terminated, you will automatically become 100% vested in the Normal Retirement benefit you had already accrued as of the Plan's termination date (to the extent funded as of that date). This is true regardless of how much service you may have had in the Plan at that time.

Whether you eventually receive all or part of your Plan benefit depends on whether there is enough money in the Trust Fund to pay for it, and, if not, whether the benefit is insured by the Pension Benefit Guaranty Corporation (see discussion on PBGC Coverage in this section). The law sets priorities as to how the money in the Trust Fund will be used to provide benefits.

Plan Merger
Although the Board of Trustees intends to continue this Plan as it currently exists and not combine or merge it with another plan, the Board of Trustees may, in the future, feel it is in the best interest of the Plan's Participants to merge the Plan and Trust Fund with another pension trust. If this happens, you will not receive a benefit after the merger that is any less than the benefit you would have received on the date of the merger.

Collective Bargaining Agreements
This Plan is the result of several collective bargaining agreements. Copies of these agreements are available to you at the Administrative Office. You may buy copies on written request to the Administrative Office, for a reasonable charge, or you may examine copies at the Administrative Office free of charge.

Participating Employers and Employee Groups
The Administrative Office will give you information as to whether an Employer or employee group is participating in this Plan. If the Employer or employee group is participating in this Plan, the Administrative Office will give you the Employer's or employee group's address.

Administrative Office

Southern California IBEW-NECA Pension Trust Fund Administrative Office
100 Corson Street, Suite 200
Pasadena, CA 91103
(323) 221-5861
(800) 824-6935 Toll-Free Nationwide
(323) 726-3520 Fax

Plan Administrator
Board of Trustees
Southern California IBEW-NECA Pension Trust Fund
100 Corson Street, Suite 200
Pasadena, CA 91103
(323) 221-5861
(800) 824-6935 Toll-Free Nationwide
(323) 726-3520 Fax

Mailing Address
P.O. Box 6652
Pasadena, CA 91109
(323) 221-5861
(800) 824-6935 Toll-Free Nationwide
(323) 726-3520 Fax

Board of Trustees

Co-Actuaries
Rael & Letson
Horizon Actuarial Services LLC.

Auditor
Miller Kaplan Arase LLP

Legal Co-Counsel
Law Offices of Carroll & Scully, Inc.
Parker, Milliken, Clark, O'Hara & Samuelian

Agent for Service of Legal Process
Southern California IBEW-NECA Pension Trust Fund
100 Corson Street, Suite 200 Pasadena, CA 91103

Service of legal process may also be effected by serving the Board of Trustees or any single Trustee of the Southern California IBEW-NECA Pension Trust Fund.

Employer ID Number
The Employer Identification Number (EIN) issued to the Board of Trustees of the Southern California IBEW-NECA Pension Trust Fund by the Internal Revenue Service is 95-6392774.

Participation
You are entitled to participate in this Plan if your Employer makes contributions to the Trust Fund on your behalf. Once you have worked a total of 750 Covered Hours in two (2) consecutive Plan Years, you become a Participant.

See Question 1 on page 6 and Article 2 of the Plan Document for more information.

Eligibility for Benefits
The Plan's requirements with respect to eligibility for benefits are described in Articles 3, 6, and 7 of the Plan Document. The Normal Retirement Age under the Plan is age 65. You are eligible for a Normal Pension benefit under the Plan if you have not lost all Credited Service as a result of completing a period of Divesting Years (as described in Question 4 on page 8).

Joint and Survivor Benefits
This Plan provides a joint and survivor benefit if you are married at the time you retire, unless you and your Spouse elect to reject such benefit. The details concerning this benefit are set forth in Article 5 of the Plan Document.

Circumstances Which May Result in Disqualification or Ineligibility for, or Denial, Suspension or Loss of Benefits
A Permanent Break in Service which occurs before you become vested will cancel your participation and previously accrued Credited Service.

Working in Non-Covered Electrical Employment will generally result in the loss of eligibility for Early Retirement Benefits for pension benefits accrued on or after October 1, 1987 under the Plan and will cause a Suspension of Benefits, if already retired. See Article 1.16 and Article 9 of the Plan Document for more information.

If you return to employment (in certain kinds of work specified in the Plan) after you begin receiving a pension benefit, your pension benefit will be suspended. See Article 9 of the Plan Document for more information.

If you fail to work at least 375 hours in each of two (2) consecutive Plan Years, you will incur a Grace Period, which results in a reduction of your Early Retirement Benefits. See Section 4.4(c) of the Plan Document for more information.

Benefits may be denied, suspended or discontinued due to willfully false or incomplete statements, or fraudulent information or proof submitted to the Pension Trust Fund by a Participant or Beneficiary. Pension benefits may be suspended to recover any benefits made erroneously due to reliance on such statements, information or proof.

Your Rights Under ERISA
As a Participant in the Southern California IBEW-NECA Pension 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 will be entitled to examine, without charge, at the Administrative Office and at other locations (such as Local Unions), all Plan Documents, including any insurance contracts, collective bargaining agreements and a copy of the latest annual report (Form 5500 Series) filed by the Plan with the U.S. Department of Labor.

You are entitled to obtain, upon written request to the Administrative Office, documents governing the operation of the Plan, including insurance contracts and collective bargaining agreements and copies of the latest annual report (Form 5500 Series) and an updated Summary Plan Description. The Administrator may make a reasonable charge for the copies.

You are entitled to receive a summary of the Plan's annual financial report. The Plan Administrator is required by law to furnish each party a copy of this Summary Annual Report (SAR). Each Participant must be furnished, free of charge, with a copy of a summary of the Plan's annual financial report.

You may obtain a statement telling you if you have a right to receive a pension at normal retirement age (age 65) and, if so, what your benefits would be at Normal Retirement Age if you stopped 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 must 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 a year. The Administrative Office will provide this 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 act prudently and in the interest of you and other Plan Participants and Beneficiaries.

No one, including your Employer, your union, or any other person, may fire you or otherwise discriminate against you, in any way, to prevent you from obtaining a pension benefit or exercising your rights under ERISA.

If your claim for a pension benefit is denied, in whole or in part, you must receive a written explanation of the reason for the denial. You have the right to have the Plan review and reconsider your claim. The procedure for appealing a benefit denial is described under the heading Appeals Procedure on page 43.

Under ERISA, there are steps you can take to enforce your rights.

For instance, if you request materials from the Plan and do not receive them within 30 days, you may file suit in a Federal court. In such 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 Administrator.

If you have a claim for benefits which is denied or ignored, in whole or in part, you may file suit in a state or Federal court.

If Plan fiduciaries misuse the Plan's decision or lack thereof concerning the status of a qualified domestic relations order, you may file suit in Federal court. In addition, if you disagree with the Plan's decision or lack thereof concerning the status of a qualified domestic relations order, you may file suit in Federal court.

If Plan fiduciaries misuse the Plan's money, or if you are discriminated against for asserting your rights, you may seek assistance from the U.S. Department of Labor or you may file suit 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 if, for example, it finds your claim is frivolous.

If you have any questions about your rights you should contact the Administrative Office or the nearest Area Office of the Employee Benefits Security Administration, U.S. Department of Labor, located at:

1055 East Colorado Boulevard
Suite 200
Pasadena, CA 91106-2357
Telephone (626) 229-1000
Fax (626) 229-1098

PBGC Coverage
Your pension benefits under this Multiemployer plan are insured by the Pension Benefit Guaranty Corporation (PBGC), a federal insurance agency. A Multiemployer plan is a collectively bargained pension arrangement involving two (2) or more unrelated Employers, usually in a common industry.

Under the Multiemployer plan program, the PBGC provides financial assistance through loans to plans that are insolvent. A Multiemployer plan is considered insolvent if the plan is unable to pay benefits (at least equal to the PBGC'S guaranteed benefit limit) when due.

The maximum benefit that the PBGC guarantees is set by law. Under the Multiemployer program, the PBGC guarantee equals a Participant's years of service multiplied by:

1. 100% of the first $11.00 of the monthly benefit accrual rate; plus
2. 75% of the next $33.00.

The PBGC maximum guarantee limit is $35.75 per month times a Participant's years of service. For example, the maximum annual guarantee for a retiree with 30 years of service would be $12,870.00.

The PBGC guarantee generally covers:

1. Normal and Early Retirement Benefits;
2. Disability benefits if you become disabled before the Plan becomes insolvent; and
3. Certain benefits for your survivors.

The PBGC guarantee generally does not cover:

1. Benefits greater than the maximum guaranteed amount set by law;
2. Benefit increases and new benefits based on Plan provisions that have been in place for fewer than five (5) years at the earlier of:
1. The date the Plan terminates; or
2. The time the Plan becomes insolvent;
3. Benefits that are not vested because you have not worked long enough;
4. Benefits for which you have not met all of the requirements at the time the Plan becomes insolvent; and
5. Non-pension benefits, such as health insurance, life insurance, certain death benefits, vacation pay, and severance pay.

For further information about the PBGC and the benefits it guarantees, ask your Plan Administrator or contact the PBGC at:

Pension Benefit Guaranty Corporation
P.O. Box 151750
Alexandria, VA 22315-1750
Toll-Free (800) 400-7242

TTY/TTD users may call the federal relay service toll-free at (800) 877-8339 and ask to be connected to (800) 400-7242. Additional information about the PBGC's pension insurance program is available through the PBGC's website on the Internet at www.pbgc.gov.