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in the same occupation or profession", and a discharge for
"cause" occurred when the discharge resulted from "a proven
dishonest or criminal act committed in the course of the
Employee's employment with the Employer". The same agreement
defined: (1) The stated age as the "Forfeiture Age", which was
defined as "an age which is three years prior to a Covered
Employee's Normal Retirement Date", (2) the "Normal Retirement
Date" as a date set forth by the employer in the Adoption
Agreement, and (3) a "Termination of Employment" as "the earliest
of the date on which an Employee become [sic] Totally Disabled,
resigns or is discharged without Cause." The Normal Retirement
Age generally was set forth by the employers as (1) the later of
age 65 or completion of 10 years of participation in the Prime
Plan, or (2) if the participating employer had a qualified plan,
the definition given that term under the qualified plan. DWB's
that were forfeited due to death or the attainment of the
Forfeiture Age were segregated into the Suspense Account to be
used to increase that employer's Covered Employees' DWB's or
death benefits, to provide new welfare benefits, to provide
benefits for replacement employees, or to distribute to the
Covered Employees if and when the employer withdrew from the
Prime Plan.
Contributions made to fund DWB's were invested in flexible
premium adjustable life policies (universal life policies) or, in
the case of a Covered Employee who was determined to be
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