MOTION PICTURE INDUSTRY PENSION & HEALTH PLANS MPIPHP  P.O. Box 1999  Studio City, Ca 91604  818 769 0007 or  343 769 0007  www.mpiphp.org  Health Plans

Active Eligible Participants Eligibility: 
You become and remain an eligible Participant of the plan by working a sufficient number of hours in the motion picture production industry in a job covered by a collective bargaining agreement. Each patient will be covered for up to $1,000,000.00 paid by the Health Plan for Comprehensive Medial Expense benefits in his or her life time. (Drug benefits are included in this maximum amount, whereas Hospital benefits are not.) 

Initial Eligibility 
If you have never been eligible before, or have not been been eligible in any of the five (or more) prior consecutive eligibility periods, you may only become eligible for benefits: In an eligibility period subsequent to a Qualifying Period in which you have earned a minimum of 600hours. or After you have earned a combined total of at least 600 hours in two consecutive Qualifying Periods, you may become eligible for the Eligibility Period subsequent to the second Qualifying period. Hours in excess of 400 earned during the Qualifying period(s) for Initial Eligibility are not credited to a Bank of Hours.

Initial Eligibility 
If you have never been eligible before, or have not been been eligible in any of the five (or more) prior consecutive eligibility periods, you may only become eligible for benefits: 

Hours in excess of 400 earned during the Qualifying period(s) for Initial Eligibility are not credited to a Bank of Hours. 

Continuing Eligibility 
Once you have met the requirements for initial eligibility, you will be eligible for benefits in each subsequent 6 month eligibility period provided that you work 400 hours during the corresponding Qualifying Period. 

Qualifying Work Hours are hours worked or guaranteed, including overtime. 

Bank of Hours 
For each Qualifying period following initial eligibility, hours earned in excess of 400 will be credited to your Bank of Hours, up to a maximum of 450 "banked" hours. If hours earned in subsequent Qualifying Period do not equal 400, you may draw the required number of hours from your bank needed to reach 400 in total to establish eligibility for the new benefit period. Any remaining hours will remain in your bank for subsequent eligibility. In each subsequent Qualifying period, if the combination of hours worked and banked hours equal 400, you will remain eligible. If you do not qualify for five or more consecutive eligibility periods, you must meet the 600 hour requirement described under Initial Eligibility.

Eligibility Periods 
There are four overlapping 6-month Qualifying and Eligibility Periods each year. For each Eligibility Period, you must work the required number of hours during the preceding Qualifying Period. If you have earned the required minimum 400 hours (or 600 for initial eligibility), you will be eligible for a six month Eligibility Period commencing on the first day of January, April, July, or October following the preceding Qualifying Period.



Eligible Dependents:

Your lawful spouse. Your qualified same-sex domestic partner(provided requirements are met). Your unmarried biological children who have not reached 19 (23 if a full-time student). Any legally adopted children, or children placed with you for adoption, who have not reached the age of 19 (23 if a full time student). Any unmarried stepchild, foster child, a child placed for adoption, and/or any child for whom you (the Participant) are legal guardian. In each case the child must live with you in a parent-child relationship, be dependent upon you for support and maintenance and such child must not have reached the age of 19 (23 if a full time student). Any child required to be recognized under a Qualified Medical Child Support Order. Temporary Disability If, during the Qualifying Period, you are unable to work because of illness or injury requiring a doctor's care, your disability may still be counted for work time. Your disability must be properly certified by a doctor, occur within 90 days of previous covered employment in the motion picture industry, and last for at least seven days. For more information, see web site at www.mpiphp.org, under Eligibility/Temporary Disability. Cobra Eligibility  For complete information go to Self-Payment-Cobra and USERRA at www.mpiphp.org. Retirees and Survivors Eligibility The rules governing the Retiree Health Plan and the rules governing the Motion Picture Industry Pension Plan are similar but separate. You will qualify for Retiree Health benefits provided:   You have retired from the motion picture industry, and You meet the Qualified Years/Minimum Age requirements, and Your retirement from the industry has been certified by the Motion Picture Industry Pension Plan. Eligibility for Retiree Health lasts for you lifetime, provided there are sufficient funds available in the trust to continue to provide these benefits. As a Retiree, each patient will begin with coverage up to $1,000,000.00 paid by the Health Plan for Comprehensive Medial Expense benefits in his or her life time. (Drug benefits are included in this maximum amount, whereas Hospital benefits are not.) Effective Date The effective date of your Retiree Health benefits is determined by the number of Qualified Years and Hours you have, as well as the age at which you retire. While it is possible that you may retire and receive Pension benefits at an earlier age, you will not be entitled to Retiree Health benefits until the effective dates listed. With 20 Qualified Years and 20,000 Hours, your Retiree Health benefits will commence the 1st of the month following your 62nd birthday. With 30 Qualified Years and 55,000 Hours, your Retiree Health benefits will commence the 1st of the month following your 61st birthday. With 30 Qualified Years and 60,000 Hours, your Retiree Health benefits will commence the 1st of the month following your 60th birthday. MOTION PICTURE INDUSTRY Pension Programs Motion Picture Pension Plan  MPIPHP  P.O. Box 1999  Studio City, Ca 91604  818 769 0007 or  343 769 0007  www.mpiphp.org  Normal Retirement Pension You are eligible for a Normal Retirement Pension when you attain your Normal Retirement Age.  Your monthly benefit will be based on the Credited Hours you have accrued: The monthly benefit rate for the first 10 Qualified Years is $.024 per Credited Hour.

The monthly benefit rate after the tenth Qualified Year is $.032 per Credited Hour.
After the twentieth Qualified Year, the 400 Credited Hours per year requirement will not apply. You will earn benefits even if you earn less than 400 Credited Hours in a Plan Year at a monthly benefit rate of $.032 per Credited Hour.

Early Retirement-Unreduced Pension:
30 Qualified Years 

Early Retirement-Reduced Pension: Your Reduced Early Retirement Pension will be computed by applying the factors below, to your Normal Retirement Pension under the Life Annuity Option payable at age 65. 20 or More Qualified Years and 55 years of age or older, or 10 or more Qualified Years and 62 years of age or older.

Early Retirement-Special Reduced Pension: Your Reduced Early Retirement Pension will be computed by applying the factors below, to your Normal Retirement Pension under the Life Annuity Option payable at age 65.

Qualifying Work Hours are hours worked or guaranteed, including overtime. 

Vesting
Vested Hours refers to each Credited Hour. It also includes:

Vested
Once you are vested, your Pension Plan benefits cannot be forfeited.
To be considered vested in your Employer derived Benefits from the Pension Plan and Individual Account Plan, you must:

Active Participants who incur a Break in Service prior to completing a Vested Hour on or after December 26,1999, will be vested as of the date they earn one Vested year after December 26,1999, and they are credited with 5 Vested Years.

(Contact the Motion Picture Industry Pension and Health Plans at (818) or (310) 769-0007 for calculations for your vesting.)

Reach your Normal Retirement Age while you are working in the Industry.

For purposes of bridging a Break in Service, a vested hour also includes: 

Break in Service
If you have a period of 2 consecutive Plan Years with less than 200 Vested Hours in each year, a Break in Service (BIS) occurs. A Break in Service is extremely important because it affects your benefits in many ways. For example:

Filing for Pension applications must be filed on a form furnished by the Plan Office at least 2 calendar months before your decided retirement date. When you are ready to retire, simply call the Plan Office to make an appointment with a retirement Counselor.

For Complete Pension Information Go to the Motion Picture Industry Pension and Health Plan Web Sitewww.mpiphp.org.

BENEFITS Entertainment Industry Flex Plan

 Union Plus Member Benefits 
 As a union member, you and your family are eligible for special money-saving Union Plus benefits!

BENEFITS Entertainment Industry Flex Plan P.O. Box 17928 Los Angeles, Ca 90017-0928 (888) 353 9401 www.flexplan.com

The Entertainment Industry Flex Plan is an employee benefit plan which combines both Employer contributions and Employee contributions to fund a full array of welfare benefits such as medical, dental, vision, disability, group term life insurance and dependent care monies to be contributed to your individual account with the Plan that under present law are not subject to income tax. 

All Legitimate Theater Contracts within the County of Los Angeles and the following Network Broadcasting Contracts which include: NBC, CBS, KCAL, KTTV & FOX DIGITAL (daily hire employees) pay either a fixed rate or a percentage of your gross income to the Flex Plan. 

Who is eligible to participate in the Flex Plan? 

The Flex Plan covers each person who is employed by an Employer who has entered into a CBA (Collective Bargaining Agreement) with Local 706 providing for Employer contributions to the Flex Plan.

Employer Contributions: 
The amount of Employer contributions placed in your account is determined by the Collective Bargaining Agreement (CBA) between your Local Union and your Employer. The CBA requires that the Employer remit these contributions to the Plan by the 15th of the month you worked. Please keep in mind that the Employer contribution is not a deduction from your paycheck, but an amount over and above your pay as a result of negotiations between your Local Union and Employer. 

Employee Contributions: 
Increasing the contribution to your account through pre-tax payroll deductions can decrease you taxable wages and is particularly valuable in instances where your insurance premiums or Dependent Care (childcare) expenses exceed the monthly Employer Contributions to your account. 

Eligibility: 
Once your account has accumulated sufficient funds to pay the Administration Fees and one month' premiums at the single coverage rate of the default option you are eligible to participate, subject to enrollment rules. 

Keep in mind that several factors will determine how quickly your account will contain sufficient funds to begin coverage. Insurance premium rates differ, depending on type of coverage selected and the number of family members involved. In addition, the rate of contribution into the Plan by your Employer varies depending on the particular CBA in force and the frequency of your employment.

What benefits are available through Employer Contributions? 

You may choose to have the Employer contributions in your Flex Plan Account applied toward the cost on of one or more of the following benefits: 

• MI - Medical Insurance Premiums
• DI - Dental Insurance Premiums
• VI - Vision Insurance Premiums
• LI - Group Term Life Insurance Premiums
• DB - Group Disability Insurance Premiums
• ID - Individual Disability Insurance Premiums
• MR - Medical Expense Reimbursement
• DC - Dependent Care Assistance

Enrollment in the Plan 

Within six weeks of your first date of hire by a Flex Plan signed Employer, the Flex Plan should begin receiving Employer contributions on your behalf. Once you become eligible to participate, as described above, you will be sent an enrollment package, provided the Flex Plan is able to obtain your address Enrollment packages are generally mailed the first week of each month. If you believe sufficient contributions have been make on your behalf and you have not received information from the Flex Plan, call the Member Services Department to confirm the Plan has your correct address on file. It is very important that you com0plete and return your Enrollment form by the due date given, even if you do not wish coverage from the Flex Plan. If elected, your insurance coverage will begin when your account has sufficient funds to cover the insurance premium(s), administrative fees and the Administration Office has received all required carrier enrollment forms. Insurance premiums will continue to be paid provided your account has a sufficient balance. 

If you do not complete an Enrollment Form within the period provided you would not be eligible to make insurance elections or Dependent Care Allocations until the next Open Enrollment period. If your account accumulates sufficient funds to pay three months medical insurance premiums, you will automatically be enrolled under the default option with single coverage. You will not have the option to make other insurance elections at that time such as the addition of dental, vision or life insurance. 

Changes to insurance coverage options and Optional Benefit Account Allocations (Dependent Care Assistance) may only be made once a year during the Open Enrollment period. Your Optional Benefit Allocation is reset to zero each year. However, your Optional Benefit Account balance will carry over according to Plan guidelines. Open Enrollment takes place during November and December and is effective January 1. You must complete a new Enrollment Form each year even if you do not wish to make changes.

Insufficient Account Balance: 
If you do not have sufficient funds in your account to pay your premiums, the Flex Plan allows you to "self-pay" the necessary premiums for a period of 12 months. You will be sent a Self Payment Billing for the amount your account is sort and you must remit payment to the Flex Plan Office by the due date provided to maintain your coverage. Self-Payment Billings are usually mailed between the 17th and the 18th of the month and are due by the end of the month. 

Failure to remit prompt payment (for all enrolled coverage) to the Flex Plan Office by the due date may result in a lapse in coverage. If this occurs, you will be dropped from the group policy and will not be eligible until the next Open Enrollment period (subject to your eligibility at that time). If coverage is lost, the carrier may not cover pre-existing conditions for a period outlined by the carrier (refer to the individual carriers rules regarding pre-existing). You cannot self-pay to regain eligibility. You must become eligible by Employer contributions. 

Because the Flex Plan must wait until the 15th of the month (your employer's contribution due date) prior to mailing your Self Payment Billing, there may be little time from when you receive the billing until the actual due date. If you believe you may not have worked sufficient hours in the prior month to cover your premium costs, you may call the Flex Plan Office around the 17th -18th of the month to obtain your self payment amount due, if any. This will allow you to remit your payment sooner to ensure that it is received by the due date. 

When does Coverage run out? 

You will remain eligible for benefits under the Flex Plan as long as there are sufficient funds in your account after deducting administration charges to provide such benefits. However, your coverage for Medical Insurance, Dental Insurance, Vision Insurance, Group Term Life Insurance and Disability Insurance benefits are further governed under the terms of the policies providing such benefits and termination of such coverage for other reasons may take place asset forth in such policies. 

Finally, you will forfeit any Employer contributions held for you after five full consecutive calendar years in which there are no Employer contributions made on your behalf (unless you retire or become disabled). The forfeiture, if applicable, will take place on March 31st following the fifth full calendar year with no Employer contributions. Forfeitures are used to offset plan administration expenses. If you decease, your account balance will be transferred to your beneficiary and will not be subject to forfeiture. Your beneficiary may use any remaining funds in your account. However, your beneficiary's rights to obtain insurance coverage from the plan are subject to their rights under COBRA. They may however instruct the Flex Plan to make payments on individual insurance policies they may hold, but are not required to have medical insurance. 

Flex Plan Rules on Continuation of Coverage: 
If you Medical Insurance coverage is lost (due to insufficient employer contributions) under the Flex Plan, continuation of coverage will be available as follows: 

	A period not exceed eighteen (18) months if a loss of benefits occurs because of termination of employment or reduction of hours (which may be extended to twenty-nine (29) months in the event a person is determined by the Social Security Administration to be "disabled" upon termination of employment or reduction of hours and such person notifies the Flex Plan Office before the end of such 18 months).
	For a period not to exceed three (3) years for the other reasons given below:
		a) in the case of an employee becoming entitled to Medicare benefits, the period for his/her spouse and dependents shall not end before the close of the 36 month period beginning when the employee became eligible for Medicare;
		b) However, in certain circumstances as provided by federal law, for reasons such as failure to pay continuation coverage cost, eligibility for coverage under another employer's plan (whether as an employee or otherwise) without exclusion or limitation for pre-existing conditions, termination of the Medial part of the Flex Plan, it is determined that such person is no longer disabled (coverage will end with the month that begins within thirty (30) days after such determination), or the beneficiary becoming entitled to Medicare benefits.

Any period of time during which you pay for your Medical Insurance coverage through self-pay contributions immediately after an event triggering this continuation coverage will reduce accordingly the period of time you or your spouse or dependents will remain eligible for this continuation coverage. The cost of continuation coverage is borne by the individual choosing such coverage. However, such cost generally may not exceed 102% of the cost of the same coverage for a "similarly situated" employee or family member, and 150% of such cost for the 19th through the 29th month for a disabled person.

Spouses of Participants may choose continuation coverage for themselves, if they lose coverage for any of the following reasons: 

• Death of their spouse;
• Termination of their spouse's employment (for reasons other than gross misconduct) or reduction in their spouse's hours of employment;
• Divorce or legal separation from their spouse;
• Their spouse becomes eligible for Medicare

Dependent children of participants may choose continuation coverage for themselves, if they lose coverage for any of the following reasons:

• Parent's divorce or legal separation;
• The parent becomes eligible for Medicare;
• The dependent ceases to be a dependent child under the Plan

The notice you receive when your account is deficient and self-pay contributions are required to maintain your Medical Insurance coverage will also constitute your notice of continuation coverage rights under these provisions. You will not receive another notice or election form regarding these continuation coverage rules when your 12 months of self-pay coverage expires. 

It is the participant's responsibility to notify the Flex Plan Office in writing of a divorce, legal separation or other change in marital status, change in a spouse's address, or a child losing dependent status under the Plan, within sixty (60) days of the event. It is also the participant's responsibility to notify the Flex Plan Office in writing within sixty (60) days if such participant is determined to be disabled and within thirty (30) days if such participant is determined no longer to be disabled. 

I.A.T.S.E. LOCAL 33 SECTION PENSION PLAN IATSE Local 33 Trust Funds Annuity/Pension/401K  C/O American Benefit Plan Administrators 1325 N. Grand Ave. Covina, CA 91724 626 732 2592 Or to access your account info with Principal Financial Group www.principal.com use your access codes to get information

This plan includes Legitimate Theater Contracts and became effective on January 1, 1985 as a money purchase or annuity fund. On January 1, 1990, the Plan was converted to a 401K Plan. The Internal Revenue Service has approved the converted Plan by tax qualification letters dated December 10, 1990 and August 29, 1995.

Per the Agreement and Declaration of Trust establishing the Plan, the Plan is administered by a Board of Trustees made up of equal numbers of Union and Employer representatives.
The Trust Office handles the day-to-day activities of the Plan. All notices to the Plan, all inquiries about your rights and benefits, and all other communications to the Board of Trustees should be addressed to the Trust Office. The Trust Office address and phone number are:

I.A.T.S.E. Local 33 Trust Funds
c/o American Benefit Plan Administrators, Inc.
4401 Santa Anita Avenue
El Monte, CA 91731
Telephone: (818) 442-4500
Fax: (818) 448-0367

The collective bargaining agreements stipulate a percentage of your gross earnings as Employer contribution into this fund. As a participant, you should receive account statements at least twice a year. If you do not, contact the Trust Office immediately.

IATSE NATIONAL BENEFIT FUNDS 417 Fifth Ave. 3rd floor New York, NY 10016-2204 800 456 3863 212 787 3607 Fax www.iatsenbf.org

WELFARE FUND PLAN C: 

Purpose of the fund 
The welfare fund was established to provide hospital and medical coverage for IA members and their families. Plan C was designed to fill the needs to freelance and sporadic workers who might never qualify to participate in other plans. 

How Contributions are made 
Contributions are made by your employers and go into a CAPP account (Contributions Available for Premium Payments). Local Union negotiate dollars per day or hour or for a percent of salary. Once enrolled, you will be mailed a quarterly statement, which shows the employers who have contributed for you. This lets you keep an eye on your CAPP balance and check to see if any contributions are missing.

How you become a Participant 
When your employer contributions reach the cost of one month's premium for our least expensive coverage (currently $100.00), you will be sent an enrollment form, which will offer you the right to participate. At that time, you will be able to choose between Option C-1 (single or family) and Option C-2 (single or family). You may now self-pay to reach the minimum amount but you can make up the difference between your employer contributions and the cost of the coverage you desire. Participation becomes automatic once you reach $300.00 (the cost of one quarter's premium for Option C-2/single). If you have enough coverage in another health plan, you can advise us of that and use your CAPP account balance in accordance with the rules for the Medical Reimbursement Program outlined below. You can continue to participate as long as you have a balance - and even up to 24 months after your CAPP balance has been exhausted. 

The Medical Reimbursement Program 
If upon enrollment, you have funds in your CAPP account in excess of the premium amount for an additional quarter to cover the plan chosen, it is possible to use the balance in you CAPP account to pay certain medical expenses that may not be covered by your plan. Should you have coverage from another Health and Welfare Program, any unpaid balance on your medical expenses may be paid from your CAPP account. For more information, call the New York Office to get a copy of the materials that give detailed explanation of this program.