Pentegra Services, Inc.
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COMMUNITY SAVINGS BANK, SSB
EMPLOYEES' SAVINGS & PROFIT SHARING PLAN AND TRUST
Summary Plan Description
SUMMARY PLAN DESCRIPTION
for
COMMUNITY SAVINGS BANK, SSB
Burlington, North Carolina
January 1, 1999
PENTEGRA SERVICES, INC.
108 Corporate Park Drive
White Plains, NY 10604
To Participating Employees of Community Savings Bank, SSB:
We are pleased to present this booklet so that you may better understand and
appreciate the benefit which is provided by your employer by establishing the
Community Savings Bank, SSB Employees' Savings and Profit Sharing Plan and Trust
(the "Plan").
The Plan enables you to save and invest on a regular, long term basis. All
contributions to the Plan (a defined contribution plan) are paid to the Trustee
to be invested in the investment options offered under the Plan. An individual
account is maintained for each member. Under certain conditions, a member may
make withdrawals or loans from his account based on its market value.
The Plan offers federal income tax advantages. The employee does not pay taxes
on employer contributions or investment income until he/she withdraws them. An
employer subject to income tax may deduct its contributions.
This booklet highlights the main features of the Plan. The Plan and Trust
contain the governing provisions and should be consulted as official text in all
cases. If there is any conflict between this booklet (Summary Plan Description)
and the Plan Document, the Plan Document will control.
Your Employer,
Community Savings Bank, SSB
SUMMARY OF YOUR BENEFITS
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ELIGIBILITY You will be eligible for membership in the Plan on the first
day of the calendar quarter after you complete 6 months of
employment and attain age 21.
PLAN SALARY Plan Salary is defined as W-2 Salary. In addition, any pre-tax
contributions which you make to an Internal Revenue Code
Section 401(k) or Section 125 cafeteria plan is included in
Plan Salary.
PLAN Employee - You may elect to make a contribution of 1%, 2%, 3%,
--------
CONTRIBUTIONS 4%, 5%, 6%, 7%, 8%, 9%, 10%, 11%, 12%, 13%, 14% or 15% of Plan
Salary.
Employer - Your employer will contribute 50% of your
--------
contribution to the Plan.
The above percentage rates shall apply to only the first 6% of
your Plan Salary (see "Plan Salary" section of this booklet).
Illustration
------------
Employee Employer
Contribution Rate Matching Contribution
----------------- ---------------------
1% 0.5%
2% 1.0%
3% 1.5%
4% 2.0%
5% 2.5%
6 - 15% 3.0%
Please refer to the "Making Withdrawals From Your Account"
section of this booklet to determine if there are any
restrictions on employer contributions on account of a
withdrawal.
VESTING Generally, you will be 100% vested in any employer
contributions after 6 years of employment. You are always 100%
vested (i.e., you will not give up any units when you terminate
employment) in any contributions you make to the Plan.
LOANS You may take a loan from your account and pay your account back
with interest.
WITHDRAWALS While you are working, you may withdraw all or part of your
vested account balance subject to certain limitations. You may
also make withdrawals from your account after termination of
employment.
DISABILITY If you are disabled, you will be entitled to the same
withdrawal rights as if you had terminated employment.
DEATH If you die before the value of your account is paid to you,
your beneficiary may receive the full value of your account or
may defer payment within certain limits. If you are married,
your spouse will be your beneficiary unless your spouse
consents in writing to the designation of a different
beneficiary.
TABLE OF CONTENTS
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Determining Your Eligibility.............................................. 1
Reenrollment.............................................................. 1
Making Contributions to the Plan.......................................... 2
. Plan Contributions............................................... 2
. Allocation of Contributions...................................... 2
. Rollovers........................................................ 2
. Plan Salary...................................................... 2
Investing Your Account.................................................... 3
. Investment of Contributions...................................... 3
. Valuation of Accounts............................................ 4
. Reporting to Members............................................. 4
Vesting................................................................... 5
Making Withdrawals From Your Account...................................... 6
. Upon Termination of Employment................................... 6
. Upon Disability.................................................. 7
. Upon Death....................................................... 7
Borrowing From Your Account............................................... 8
Plan Limitations.......................................................... 9
Top Heavy Information..................................................... 10
Disputed Claims Procedure................................................. 10
Statement of Member's Rights.............................................. 11
Plan Information.......................................................... 12
DETERMINING YOUR ELIGIBILITY
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EMPLOYEE You will be eligible for membership in the Plan on the
ELIGIBILITY first day of the calendar quarter after you complete 6
months of employment and attain age 21. In order for
you to complete 6 months of employment, you must
complete at least 500 hours of employment in a 6
consecutive month period. The initial 6 consecutive
month period is measured from your date of employment,
and (if you do not complete at least 500 hours of
employment in such period) subsequent 6 month periods
are measured.
In counting hours, you will be credited with an hour of
employment for every hour you have a right to be paid.
This includes vacation, sick leave, jury duty, etc.,
and any hours for which back pay may be due.
All employees shall be eligible to participate as
stated above, except employees covered by a collective
bargaining agreement and nonresident aliens who receive
no earned income from the employer which constitutes
income from sources in the United States.
You will become a member as soon as a properly executed
enrollment application is received and processed by
Pentegra Services, Inc. Your membership will continue
until the earlier of (a) your termination of employment
and payment to you of your entire account or (b) your
death.
REENROLLMENT If you terminate employment and are subsequently
reemployed by the same employer, you will be eligible
for immediate reenrollment.
MAKING CONTRIBUTIONS TO THE PLAN
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PLAN Employee - You may elect to make pre-tax contributions of
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CONTRIBUTIONS 1%, 2%, 3%, 4%, 5%, 6%, 7%, 8%, 9%, 10%, 11%, 12%, 13%, 14%
or 15% of Plan Salary (see "Plan Salary" section of this
booklet). You may elect not to make any contributions. You
may change the rate at which you are contributing one time
in any calendar quarter. You may suspend your contributions
at any time, but suspended contributions may not be
subsequently made up.
Employer -Your employer will contribute 50% of your
--------
contribution to the Plan. The above percentage rate shall
apply to only the first 6% of your Plan Salary (see "Plan
Salary" section of this booklet).
Illustration
------------
Employee Employer
Contribution Rate Matching Contribution
----------------- ---------------------
1% 0.5%
2% 1.0%
3% 1.5%
4% 2.0%
5% 2.5%
6 - 15% 3.0%
Please refer to the "Account Withdrawal" section of this
booklet to determine if there are any restrictions on
employer contributions on account of withdrawal.
ALLOCATION OF Your employer has an account for each member. All of your
CONTRIBUTIONS own contributions and all employer contributions will be
allocated to this account. The total of the value of your
account represents your interest in the Plan.
Internal Revenue Service Nondiscrimination Rules
------------------------------------------------
If you are a highly compensated employee, a portion of your
contributions and/or employer contributions, made on your
behalf, if any, may have to be returned to you in order to
comply with special Internal Revenue Service (IRS)
nondiscrimination rules (See "Plan Limitations" section of
this booklet for other limitations). In general, effective
for years beginning after December 31, 1996, a highly
compensated employee is an employee who:
(a) was a 5% owner at any time during the current or
preceding year, or
(b) received annual compensation from the employer for the
preceding year in excess of $80,000 (indexed for cost-
of-living adjustments, if any).
ROLLOVERS You may make a rollover contribution of an eligible
rollover distribution from any other Internal Revenue
Service qualified retirement plan or an individual
retirement arrangement (IRA). These funds will be
maintained in a separate rollover account in which you will
have a nonforfeitable vested interest. Please note that you
may establish a "rollover" account within the Plan prior to
satisfying the Employer's eligibility requirements.
However, the establishment of a "rollover" account prior to
satisfying such eligibility will not constitute active
membership in the Plan.
PLAN SALARY Plan Salary is defined as W-2 Salary. In addition, any pre-
tax contributions which you make to an Internal Revenue
Code Section 401(k) plan or Section 125 Cafeteria Plan is
included in Plan Salary. However, Plan Salary for any year
may not exceed $160,000 for 1999 (indexed for cost-of-
living adjustments).
INVESTING YOUR ACCOUNT
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INVESTMENT OF Contributions are invested at your direction in one or more
of the following investment
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CONTRIBUTIONS funds:
ASSET ALLOCATION FUNDS (3)
Income Plus
Growth & Income
Growth
INTERNATIONAL STOCK FUND
S & P MIDCAP FUND
S & P 500 STOCK FUND
GOVERNMENT BOND FUND
STABLE VALUE FUND
MONEY MARKET FUND
FIRST COMMUNITY FINANCIAL CORPORATION STOCK FUND
These funds are described in greater detail on your
quarterly investment statements.
Contributions made by you are invested at your direction in
one or more of these funds in whole percentages. You may
apply different investment instructions to amounts already
accumulated as opposed to future contributions. Certain
restrictions may apply. Changes in investment instructions
may be made by submitting a properly completed form or by
using Pentegra by Phone, the Pentegra Voice Response
System. You may access Pentegra by Phone by calling
1-800-433-4422.
Any changes made by using Pentegra by Phone which are
received by Stock Market Closing (usually 4 p.m. Eastern
Time) will be processed at the business day's closing
price. Transaction changes received after Stock Market
Closing will be processed on the next business day. Your
plan allows for a change of investment allocation on a
daily basis.
Investment changes made by submitting a form are effective
on the valuation date (see "Valuation of Accounts" section
of this booklet) on which your written notice is processed.
No amounts invested in the Stable Value Fund may be
transferred directly to the Money Market Fund. Stable Value
fund amounts transferred to and invested in the S&P 500
Stock Fund, the S&P Midcap Stock Fund, Government Bond
Fund, International Stock Fund, Income Plus Asset
Allocation Fund, Growth and Income Asset Allocation Fund,
the Growth Asset Allocation Fund, and/or the First
Community Financial Corporation Stock Fund for a period of
three months may be transferred to the Money Market Fund
upon the submission of a separate Change of Investment
form.
If no investment direction is given, all contributions
credited to a participant's account will be invested in the
Money Market Fund.
INVESTING YOUR ACCOUNT
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(continued)
VALUATION OF The Plan uses a unit system for valuing each Investment
ACCOUNTS Fund. Under this system each participant's share in any
Investment Fund is represented by units. The unit value is
determined as of the close of business each regular
business day (daily valuation). The total dollar value of a
participant's share in any Investment Fund as of any
valuation date is determined by multiplying the number of
units to the participant's credit by the unit value of the
Fund on that date. The sum of the values of the Funds you
select represents the total value of your Plan account.
3
Transaction requests, such as withdrawals, change of
investment elections, distributions, that are received by
Pentegra Services, Inc. (assuming proper receipt of all
pertinent information) will be processed as directed by the
Plan Administrator.
NOTE: If for some reason (such as shut down of financial
markets) the underlying portfolio of any Investment Fund
cannot be valued, the valuation date for such Investment
Fund shall be the next day on which the underlying
portfolios can be valued.
REPORTING TO As soon as practicable after the end of each calendar
MEMBERS quarter you will receive a personal statement from the
plan. This statement provides information about your
account including its market value in each investment fund.
Activity for the quarter is reported by investment fund and
contribution type.
4
VESTING
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"Vesting" is the process under which you earn a non-
forfeitable right to the units in your account. You are
always 100% vested (i.e., You will not give up any units
when you terminate employment) in any contributions you
make to the Plan.
With respect to any employer contributions credited to your
account, the following schedule will dictate when vesting
will occur:
Years of Employment Vesting Percentage
------------------- ------------------
Less than 2 0%
2 20%
3 40%
4 60%
5 80%
6 or more years 100%
You will also become 100% vested in the employer
contributions and earnings thereon credited to your account
upon your death, approved disability or attainment of age
65 while employed with this employer.
If you terminate employment with this employer prior to
completing 2 years of service, you will forfeit all of the
employer contributions and earnings thereon credited to
your account. However, if you are reemployed by this
employer prior to incurring 5 consecutive 1-year breaks in
service, measured from your date of termination, you are
eligible to have the amount of the forfeiture and your
corresponding vesting service restored to your account.
If you terminate employment with this employer after
completing 2 years of service, but prior to becoming 100%
vested, you will forfeit the non-vested portion of the
employer contributions and earnings thereon credited to
your account. If your are reemployed by this employer prior
to incurring 5 consecutive 1-year breaks in service, you
are eligible to have the amount of the forfeiture restored
to your account. If you received a distribution of the
vested portion of your account prior to incurring 5
consecutive 1-year breaks in service, such restoration is
conditioned on your paying back to your account the amount
of your prior vested balance within 5 years of the date it
was distributed to you. In either event, your prior vesting
service will be recredited to your account.
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MAKING WITHDRAWALS FROM YOUR ACCOUNT
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ACCOUNT You may make a total or partial withdrawal of the vested
WITHDRAWAL portion of your account byfiling the appropriate form with
the Plan Administrator for transmittal to Pentegra
Services, Inc. However, if you are married at the time of
the total or partial withdrawal, your spouse must consent
in writing to the withdrawal. A withdrawal is based on the
unit values on the valuation date coinciding with the date
that a properly completed withdrawal form is received and
processed by Pentegra Services, Inc. (see "Valuation of
Accounts" section of this booklet).
Under current law, an excise tax of 10% is generally
imposed on the taxable portion of withdrawals occurring
prior to your attainment of age 591/2. There are certain
exceptions to the 10% excise tax. For example, the 10%
excise tax will not apply to withdrawals made on account of
separation from service at or after attainment of age 55,
death or disability.
In general, employer contributions credited on your behalf
will not be available for in-service withdrawal until such
employer contributions have been invested in the Plan for
at least 24 months (2 years) or you have been a participant
in the Plan for at least 60 months (5 years) or the
attainment of age 59 1/2.
As required by Internal Revenue Service Regulations, a
withdrawal of your pre-tax contributions prior to age 591/2
or termination of employment can only be made on account of
a hardship. In addition, in-service withdrawals of employee
rollover contributions, Employee after-tax contributions
(if any), Employer supplemental contributions (if any)
and/or employer matching contributions can only be made
after you attain age 591/2 or demonstrate hardship. The
existence of an immediate and heavy financial need, and the
lack of any other available financial resources to meet
this need, must be demonstrated for a hardship withdrawal.
The following situations will be considered to constitute
an immediate and heavy financial need:
(1) Medical expenses (other than amounts paid by
insurance).
(2) The purchase of a principal residence (mortgage
payments are excluded).
(3) Tuition, including room and board, for the next 12
months of post-secondary education.
(4) The prevention of the eviction from a principal
residence or foreclosure on the mortgage of a principal
residence.
Only one in-service withdrawal may be made in any Plan
Year.
Upon Termination of Employment
You may leave your account with the Plan and defer
commencement of receipt of your vested balance until April
1 of the calendar year following the calendar year in which
you attain age 701/2. You may make one withdrawal each plan
year. However, if you elect a distribution option other
than in the form of an annuity payment, your spouse, if
any, must waive the annuity form of payment option.
With spousal consent, if applicable, you may elect in lieu
of an annuity payment, to receive a lump sum payment or
annual installments to be paid over a period of 2-10, 15 or
20 years with the right to take in a lump sum the vested
balance of your account at any time during such payment
period.
While Employed
6
MAKING WITHDRAWALS FROM YOUR ACCOUNT
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(continued)
If the actuarial determination of your life expectancy is
less than the period you elect, the maximum period over
which you can receive annual installments will be the next
lower payment period.
You may continue to change the investment instructions with
respect to your remaining account balance and make
withdrawals as provided above. (See "Investment of
Contributions" section of this booklet).
In addition, withdrawals from the First Community Financial
Corporation Stock Fund can be made in the form of First
Community Financial Corporation Common Stock.
Upon Disability
If you are disabled in accordance with the definition of
disability under the Plan, you will be entitled to the same
withdrawal rights as if you had terminated your employment.
You are disabled under the Plan if you are eligible to
receive (i) disability insurance benefits under Title II of
the Federal Social Security Act or (ii) disability benefits
under any other Internal Revenue Service qualified employee
benefits plan or long-term disability plan of your
employer.
Upon Death
If you die when you are a participant of the Plan, the
value of your entire account will be payable to your
beneficiary. If you are married at the time of your death,
your spouse will be the beneficiary of the death benefit,
(unless your spouse consents in writing to the designation
of a different beneficiary). If you are not married at the
time of your death or your spouse consents to a different
beneficiary, such beneficiary may elect to receive the
benefit in the form of a lump sum or in the form of annual
installments (unless the account value is less than $500),
over a period not to exceed 5 years (10 years if your
spouse is your beneficiary) or make withdrawals as often as
once per year, except that any balance remaining must be
withdrawn by the 5/th/ anniversary (10/th/ anniversary if
your spouse is your beneficiary) of your death.
If a valid waiver is not in effect, the death benefit
payable to your spouse will be in the form of a survivor
annuity, that is, periodic payments over the life of your
spouse. Your spouse may direct that payments begin within a
reasonable period of time after your death. The size of the
monthly payments will depend on the value of your account
at the time of your death. The death benefit may be
distributed in an alternative method, such as a single lump
sum or in installments, provided your spouse consents in
writing to an alternative form.
In addition, withdrawals from the First Community Financial
Corporation Stock Fund can be made in the form of First
Community Financial Corporation Common Stock.
BORROWING FROM YOUR ACCOUNT
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LOANS You may borrow from the vested portion of your account. If
you are married at the time you request a loan from your
account, your spouse must consent to your loan request.
7
You may borrow any amount between $1,000 and $50,000
(reduced by your highest outstanding loan balance(s) from
the Plan during the preceding 12 months). In no event may
you borrow more than 50% of the vested balance of your
account.
The amount of your loan will be deducted on the valuation
date (see "Valuation of Accounts" section of this booklet)
coinciding with the date that Pentegra Services, Inc.
receives and processes your properly executed Loan
Application, Promissory Note and Disclosure Statement and
Truth-in-Lending Statement. On request, the Plan
Administrator will provide you with the application form.
The loan will not affect your right to continue making
contributions or to receive the corresponding employer
contributions.
The rate of interest for the term of the loan will be
established as of the loan date, and shall be a reasonable
rate of interest generally comparable to the rates of
interest then in effect at a major banking institution
(e.g., the Barron's Prime Rate (base rate) plus 1%).
Repayments are made through payroll deductions and will be
transmitted along with the Employer's contribution reports.
The repayment period is between 1 and 15 years for loans
used exclusively for the purchase of a primary residence or
1 and 5 years for all other loans, at your option. After 12
monthly payments have been made, you may repay the
outstanding balance of the loan. If a loan includes any
employee pre-tax amounts, you will not be permitted to
default on the loan repayment while employed. Your employer
is required to withhold the loan repayments from your
salary.
As you repay the loan, the principal portion, together with
the interest, will be credited to your account, after
deducting 2% of the outstanding balance to cover
administrative expenses. In this way, you will be paying
interest to yourself.
In the event that you leave employment or die before
repaying the loan, the outstanding balance will be due and,
if not paid by the end of the calendar quarter following
the calendar quarter in which you terminate employment or
die, will be deemed a distribution and subject to the
applicable tax treatment. However, you may elect upon
termination of employment to continue to repay the loan on
a monthly basis directly to Pentegra Services, Inc.
PLAN LIMITATIONS
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PLAN Internal Revenue Service ("IRS") requirements impose
LIMITATIONS certain limitations on the amount of contributions that may
be made to this and other qualified plans. In general, the
annual "contributions" made to a defined contribution plan
such as this Plan, in respect of any member, may not exceed
the lesser of 25% of the member's total compensation or
$30,000. (This amount may be subject to periodic adjustment
by the IRS at some time in the future). For this purpose,
"contributions" include employer contributions, member
401(k) contributions and member after-tax contributions.
The annual member contributions allocated to a member's
401(k) account may not exceed the lesser of 25% of the
member's total compensation or $7,000 (indexed for cost-of-
living adjustments, if
8
any -$10,000 in 1999). Further, if your employer has
another tax-qualified plan in effect, these limits are
subject to additional restrictions.
Each member and beneficiary assumes the risk in connection
with any decrease in the market value of his account. The
benefit to which you may be entitled upon your withdrawal
of account cannot be determined in advance.
As a defined contribution plan, the Plan is not covered by
the plan termination insurance provisions of Title IV of
the Employee Retirement Income Security Act of 1974
("ERISA"). Therefore, your benefits are not insured by the
Pension Benefit Guaranty Corporation in the event of a plan
termination.
Except as may otherwise be required by applicable law or
pursuant to the terms of a Qualified Domestic Relations
Order, amounts payable by the Plan generally may not be
assigned, and if any person entitled to a payment attempts
to assign it, his interest in the amount payable may be
terminated and held for the benefit of that person or his
dependents.
If Pentegra Services, Inc. cannot locate any person
entitled to a payment from the Plan and if 5 years have
elapsed from the due date of such payment, the Plan
Administrator may cancel all payments due him to the extent
permitted by law.
Membership in the Plan does not give you the right to
continued employment with your employer or affect your
employer's right to terminate your employment.
The Plan's qualified status is subject to IRS approval and
any requirements the IRS may impose.
The employer may terminate the Plan at any time. If the
Plan is terminated, there will be no further contributions
to the Plan for your account.
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TOP HEAVY A "top heavy" plan is a plan under which more than 60% of
INFORMATION the accrued benefits (account values) are for key
employees. Key employees generally include officers and
shareholders earning more than $45,000 (indexed for
cost-of-living adjustments; $65,000 in 1999) per year. If
your employer's plan is top heavy for a particular plan
year, you may be entitled to a minimum employer
contribution equal to the lesser of 3% of your Plan Salary
or the greatest percentage contributed by the employer for
any key employee. This minimum contribution would be offset
by the regular contribution made by your employer (See
"Plan Contributions" section of this booklet).
In order to receive the minimum contribution for any plan
year, you must be employed on the last day of the plan
year. If your employer also provides a defined benefit or
another defined contribution plan, your minimum benefit may
be provided under such plan.
DISPUTED If you disagree with respect to any benefit to which you
CLAIMS feel you are entitled, you should make a written claim to
the Plan Administrator of the Plan. If your claim is
denied, you
9
PROCEDURE will receive written notice explaining the reason for the
denial within 90 days after the claim is filed.
The Plan Administrator's decision shall be final unless you
appeal such decision in writing to the Plan Administrator
of the Plan, within 60 days after receiving the notice of
denial. The written appeal should contain all information
you wish to be considered. The Plan Administrator will
review the claim within 60 days after the appeal is made.
Its decision shall be in writing, shall include the reason
for such decision and shall be final.
10
MEMBERS RIGHTS
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STATEMENT OF As a member of the Plan, you are entitled to certain
MEMBER'S rights and protection under ERISA which provides that all
RIGHTS members shall be entitled to:
. Examine, without charge, at the Plan Administrator's
office or at other specified locations, all plan
documents, and copies of all documents filed by the Plan
Administrator with the U. S. Department of Labor such as
detailed annual reports and plan descriptions.
. Obtain copies of all plan documents and other plan
information upon written request to the Plan
Administrator. The Administrator may make a reasonable
charge for the copies.
. Receive a summary of the Plan's annual financial report.
The Plan Administrator is required by law to furnish
each member with a copy of such summary.
In addition to creating rights for Plan members, ERISA
imposes duties upon the people who are responsible for the
operation of the Plan. The people who operate your Plan,
called "fiduciaries", have a duty to do so prudently and in
the interest of you and other plan members and
beneficiaries. No one may fire you or otherwise
discriminate against you in any way to prevent you from
obtaining a benefit or exercising your rights under ERISA.
If your claim for a benefit is denied in whole or in part,
you will receive a written explanation of the reason for
the denial. As already explained, you also have the right
to have your claim reconsidered.
Under ERISA, there are steps you can take to enforce the
above rights. For instance, if you request materials from
the Plan Administrator and do not receive them within 30
days, you may file suit in a federal court. In such a case,
the court may require the Plan Administrator to provide the
materials and pay you up to $100 a day until you receive
them, unless such materials were not sent for reasons
beyond the Administrator's control. If you have a claim for
benefits which is denied or ignored, in whole or in part,
you may file suit in a state or federal court.
If it should happen that Plan fiduciaries misuse the Plan's
money, or if you are discriminated against for asserting
your rights, you may seek assistance from the U.S.
Department of Labor or 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 such costs and fees
(for example, if it finds your claim is frivolous).
If you have any questions about your Plan, you should
contact the Plan Administrator. If you have any questions
about this statement or your rights under ERISA, you should
contact the nearest Area Office of the U.S. Labor-
Management Services Administration, Department of Labor.
This Statement of ERISA Rights is required by federal law
and regulation.
PLAN INFORMATION
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Plan Name:
Community Savings Bank, SSB Employees' Savings
& Profit Sharing Plan and Trust
11
Plan Administrator:
Community Savings Bank, SSB
708 S. Church Street
Burlington, NC 27215
Phone No: (336) 227-3631
Employer Identification Number: 56-0185960
Plan Number: 001
Plan Year End: December 31
Trustee(s):
The Bank of New York
1 Wall Street
New York, NY 10286
Phone: (212) 635-8115
Agent for Service of Legal Process:
Community Savings Bank, SSB
Administrative Services:
Record-keeping services are provided by:
Pentegra Services, Inc.
108 Corporate Park Drive
White Plains, New York 10604
Phone No . : (914) 694-1300 FAX No . : (914) 694-6429
(800) 872-3473
12