M O N E Y P U R C H A S E P E N S I O N P L A N
A N D
S A V I N G S P L A N
Dreyer’s Grand Ice Cream, Inc.
T A B L E O F C O N T E N T S
1. Introduction and Purpose 1
2. Who Administers the Plans? 1
3. Who Is Eligible to Participate in the Plans? 2
4. Are There Any Actions I Need to Take When I Become a Participant? 2
5. When Do I Begin to Participate in the Plans? 2
6. What Kinds of Contributions Can a Participant Make to the Plans? 3
7. What Kinds of Employer Contributions Does Dreyer’s Make to the Plans? 5
8. Are There Limits on the Amounts That Can be Contributed Under the Plans? 6
9. What is Vesting and How Do I Become Vested? 6
10. How Will Contributions Made on My Behalf Be Invested? 7
11. How Much Will I Receive from the Plans? 8
12. Can I Lose My Beneﬁts? 8
13. When Will I Start to Receive My Beneﬁts? 8
14. Under What Circumstances Can I Receive a Hardship Distribution from the Plans? 9
15. Under What Circumstances Can I Receive an In-Service Distribution from the Plans? 10
16. How Will My Beneﬁts Be Paid? 10
17. What Happens if I Die Before I Receive All My Beneﬁts? 11
18. Will I Ever Be Required to Take a Distribution from the Plans? 11
19. Can I Roll Over My Distribution to an Individual Retirement Account or Another
Tax-Qualiﬁed Plan to Defer Payment of Income Taxes? 12
20. May I Take a Loan from the Plans? 12
21. Who Decides How Employer Stock in the Savings Plan is Voted? 13
22. What are the Tax Advantages of the Plans? 13
23. What is a Claim and How Do I File a Claim for Beneﬁts? 13
24. Can My Plan Beneﬁts Be Assigned by Me or Taken by My Creditors? 14
25. What are My Rights if the Plans Terminate? 14
26. Is My Interest in the Plans Insured by the Pension Beneﬁt Guaranty Corporation? 14
27. General Information 14
28. Your Rights Under the Employee Retirement Income Security Act of 1974 (ERISA) 15
Appendix A 17
D R E Y E R ’ S G R A N D I C E C R E A M , I N C .
M O N E Y P U R C H A S E P E N S I O N P L A N A N D
S A V I N G S P L A N
S U M M A R Y P L A N D E S C R I P T I O N
1. INTRODUCTION AND PURPOSE
Dreyer’s Grand Ice Cream, Inc. maintains the Dreyer’s Grand Ice Cream, Inc. Money Purchase Pension Plan
(the “Money Purchase Pension Plan”) and the Dreyer’s Grand Ice Cream, Inc. Savings Plan (the “Savings Plan”),
collectively the “Plans,” which are both tax-qualiﬁed pension plans.
This Summary Plan Description (“SPD”) explains the basic provisions of the Plans. Federal regulations
require that you be informed of the beneﬁts that the Plans provide, the persons responsible for the operation
of the Plans, and your obligations and rights under the Plans. If you do not understand any part of this SPD,
please contact the Plans’ Administrative Committee. The address of the Administrative Committee is listed in
Question 27 of this SPD.
The detailed provisions of the Plans do not appear in this SPD. They are set forth in the Plan documents.
Although no differences between the Plans and this SPD are intended, the terms of the Plans will govern in
case any differences arise. Copies of the Plan documents can be obtained by contacting the Administrative
The Plans are established and maintained solely for the beneﬁt of the Plan participants and their beneﬁciaries.
The provisions of the Plans will be applied uniformly and consistently to all participants.
In addition to Dreyer’s Grand Ice Cream, Inc., certain Afﬁliated Employers may adopt the Plans and maintain
them for the beneﬁt of their employees. For purposes of this SPD, the term “Dreyer’s” includes Dreyer’s Grand
Ice Cream, Inc. and these Afﬁliated Employers adopting and maintaining the Plans.
2. WHO ADMINISTERS THE PLANS?
The Plans are administered by an Administrative Committee appointed by the Dreyer’s Board of Directors. The
Plans contain detailed provisions outlining the Administrative Committee’s duties, which include interpretation
of the Plans’ provisions, determination of eligibility to participate, vesting of accounts, and responsibility for
the general operation of the Plans.
Schwab Retirement Services, Inc. (“Schwab”) assists Dreyer’s with the administration of the Plans. Schwab
maintains a record of all participants’ accounts in accordance with the terms of the Plans. These records are
maintained on a plan year basis, which runs from January 1 through December 31. Schwab also provides a toll-
free number and web access to provide information regarding the features of the Plans and information about
your accounts under the Plans.
3. WHO IS ELIGIBLE TO PARTICIPATE IN THE PLANS?
Generally, all of Dreyer’s employees (with certain exceptions mentioned below) are eligible to participate in
the Plans. Afﬁliated Employers may also adopt the Plans, and the employees (with certain exceptions mentioned
below) of those Afﬁliated Employers are eligible to participate in the Plans.
The exceptions are certain union employees and employees who are leased from another company.
See Appendix A regarding eligibility of Afﬁliated Employers and collective bargained groups.
4. ARE THERE ANY ACTIONS I NEED TO TAKE WHEN I BECOME A
At or around the time you become a Plan Participant, you should receive a package of plan information and
you will also be assigned a Personal Identiﬁcation Number (“PIN”). Using your social security number and your
assigned PIN, you will be able to access the SchwabPlan® Hotline at 1-800-SCH-PLAN (1-800-724-7526) or the
SchwabPlan® website at www.schwabplan.com to initiate your salary deferrals. Your participation in the Savings
Plan will not begin until such a salary deferral election is made. You do not have to make any elections or
complete any forms for your participation in the Money Purchase Pension Plan to begin. However, for each Plan
you should complete a form for designating a beneficiary or beneficiaries if you were to die. You will also
need to direct the investment of your accounts under the Plans. See Question 10, How Will Contributions Made on
My Behalf Be Invested? for more information on directing your investments.
If you do not receive this information package, you should contact the Plan Administrator. If you do not
receive your PIN, you should contact Schwab at once.
5. WHEN DO I BEGIN TO PARTICIPATE IN THE PLANS?
MONEY PURCHASE PENSION PLAN
Generally, you begin to participate in the Money Purchase Pension Plan on the January 1, April 1, July 1, or
October 1 coinciding with or next following the completion of your ﬁrst 12 consecutive months of employment,
beginning with your date of hire or with any anniversary of your date of hire, in which you complete at least
1,000 Hours of Service. This date on which you begin to participate is called your “one-year entry date.” An
“Hour of Service” is any hour for which you have a right to be paid. This includes hours of vacation, holidays,
illness, back-pay, and the time you are on a paid approved leave of absence.
The Savings Plan has two components, the salary deferral component and the Company match component.
• Salary Deferral Component Generally, you begin to participate in the salary deferral component on the
January 1, April 1, July 1, or October 1 coinciding with or next following the date that is 30 days after your
date of hire. As a participant, you are eligible to make salary deferral contributions.
Example 1: If Your Hire Date Is Between Your Entry Date Is
December 3 – March 2 April 1
March 3 – June 1 July 1
June 2 – September 1 October 1
September 2 – December 2 January 1
However, if you are classified by Dreyer’s as either a part-time temporary or a part-time permanent
employee, you begin to participate in the salary deferral component on your one-year entry date.
Example 2: Jane and Sally, who are both part-time employees, were hired on March 2, 2004. Jane
completes 1,000 Hours of Service by March 1, 2005, but Sally does not. Jane begins to participate in the
salary deferral component of the Plan on April 1, 2005. Sally does not begin to participate because she did
not complete 1,000 Hours of Service by March 1, 2005, which is the end of the 12-month period beginning
with her date of hire. Sally does complete 1,000 Hours of Service between March 2, 2005, and March 1,
2006. Therefore, Sally begins to participate in the salary deferral component of the Plan on April 1, 2006.
• Match Component Generally, you begin to participate in the match component on the first day of the
payroll period that includes the last day of a period that is 12 consecutive months commencing on your
date of hire or any anniversary of your date of hire, provided that you have completed 1,000 Hours of
Service during that period.
Example 3: Bob, a full-time employee, was hired on July 15, 2004. He completed 1,000 Hours of Service
by July 14, 2005. The payroll period containing July 14, 2005, begins on July 8, 2005. Therefore, Bob begins
to participate in the match component on July 8, 2005.
However, if you are classified by Dreyer’s as either a part-time temporary or a part-time permanent
employee, you begin to participate in the match component on your one-year entry date.
Example 4: Jim, a part-time temporary employee, is hired November 4, 2004. Jim completes 1,000 Hours of
Service by November 3, 2005. Therefore, he begins to participate in the match component on January 1, 2006.
There is no age requirement for participation in the Plans.
6. WHAT KINDS OF CONTRIBUTIONS CAN A PARTICIPANT MAKE TO
6. THE PLANS?
SALARY DEFERRAL CONTRIBUTIONS
When you become a participant in the salary deferral component of the Savings Plan, you may enter into a
salary deferral agreement under which a portion of your before-tax compensation will be contributed to the
Savings Plan for you instead of being paid to you in cash. This is what is commonly known as a “401(k) plan” or
a “cash or deferred” arrangement. The amounts so contributed to the Savings Plan are referred to as “salary
deferral contributions.” If salary deferral contributions are made on your behalf, they will be held in an individual
salary deferral account.
You may elect to contribute between 1 percent and 16 percent of your eligible Compensation each pay
period. Salary deferral contributions will not be taxable as income, but will still be subject to FICA taxes and
other employment taxes, in the year in which made.
“Compensation” generally means all amounts paid to you by Dreyer’s during the plan year as W-2 income,
including overtime payments, bonuses, amounts you defer to the Savings Plan and other fringe beneﬁts and
excluding certain severance payments, relocation allowances and expenses, extended beneﬁt payments, executive
perquisites, non-cash awards and certain settlement and opt-out payments. The tax laws limit the maximum
amount of Compensation that may be taken into account for Plan purposes for any plan year. This limit is
$210,000 for the plan year that began on January 1, 2005.
For example, if you earn $40,000 per year and elect to make salary deferral contributions of 10 percent of
your total eligible Compensation, the total salary deferral contributions credited to your salary deferral account
during the plan year would be $4,000 and your total compensation received in cash during the plan year would
be $36,000. Since your Compensation was reduced by $4,000, both your federal and state income taxes will be
based on the $36,000 actually received. However, your social security benefits will be computed for the year
on the entire $40,000 compensation ﬁgure. Therefore, you do not reduce your social security beneﬁt when you
participate in the salary deferral component of the Savings Plan.
Your total contributions in any taxable year may not exceed a certain dollar limit, which is set by law. See
Question 8, Are There Limits on the Amounts That Can Be Contributed Under the Plans?
For any year in which you will be 50 years old or older, you may make an additional salary deferral contribution,
called a “catch-up contribution,” in excess of the limits discussed above and in Question 8, Are There Limits on the
Amounts That Can be Contributed Under the Plans?, up to the following limits:
Year Catch-Up Contribution Limit
Years after 2006 $5,000 as adjusted by the IRS for changes in the cost of living
Salary Deferral Contributions and Catch-Up Contributions may only be made to the Savings Plan.
You may, under some circumstances, “roll over” to the Savings Plan distributions that you have received from
another tax-qualiﬁed plan or from an individual retirement account, if the rollover meets certain requirements
under the tax laws. Please contact the Plan Administrator if you would like more information on rollover
contributions and transfer contributions.
Under certain circumstances, amounts may transfer from another qualified plan to the Savings Plan or the
After-tax contributions are not permitted under the Plans.
7. WHAT KINDS OF EMPLOYER CONTRIBUTIONS DOES DREYER’S
7. MAKE TO THE PLANS?
REGULAR PENSION CONTRIBUTIONS
Dreyer’s will make regular pension contributions each plan year to the Money Purchase Plan on behalf of each
“Eligible Participant.” You are an “Eligible Participant” if you are a participant credited with at least 1,000 Hours
of Service during the plan year and are employed by Dreyer’s on the last day of the plan year (December 31).
You are also an Eligible Participant if you die while still employed by Dreyer’s, or terminate employment with
Dreyer’s as the result of a disability or are still employed by Dreyer’s when you attain Normal Retirement
Age (age 65). Generally, the regular pension contribution will be an amount equal to 5 percent of your eligible
Compensation for the plan year.
Regular pension contributions may only be made to the Money Purchase Pension Plan.
If you are an Eligible Participant (as deﬁned above), Dreyer’s may make a matching contribution to the Savings
Plan equal to a percentage of your salary deferral contributions (excluding any catch-up contributions).
Dreyer’s does not make a matching contribution on catch-up contributions or rollover contributions. The match
percentage for salary deferral contributions is determined annually by Dreyer’s, in its discretion. The matching
contribution, if any, is twice as much for Eligible Participants who have 10 or more years of service as it is for
Eligible Participants who have fewer than 10 years of service.
For example, if you have fewer than 10 years of service, earn $50,000 per year and elect to make salary
deferral contributions of 10 percent of your total eligible Compensation, the total salary deferral contributions
credited to your salary deferral account at the end of the plan year would be $5,000. If you are older than age
50 and elect to make a $1,000 catch-up contribution, your total deferral will be $6,000. If Dreyer’s decides to
match 40 percent of each dollar deferred for Eligible Participants with fewer than 10 years of service, your
match would be $2,000 (40% x $5,000), not $2,400 (40% x $6,000), because catch-up contributions are not eligible
for the match. If, however, you have 10 or more years of service, the amount of the match is doubled, and your
match would be $4,000 (2 x 40% x $5,000).
Because no salary deferral contributions are made to the Money Purchase Plan, there are no matching
contributions under the Money Purchase Pension Plan.
8. ARE THERE LIMITS ON THE AMOUNTS THAT CAN BE CONTRIBUTED
8. UNDER THE PLANS?
For the 2005 plan year, your total salary deferrals (not including catch-up contributions you may be eligible to
make), when added to similar contributions made under any other salary deferral arrangement in which you
may have participated, may not exceed $14,000. For the plan years after 2006, the dollar limit is $15,000. Such
amount may be adjusted annually in an amount determined by the Internal Revenue Service to reflect
increases, if any, in the cost of living.
Federal law and the Savings Plan document contain limitations on the total contributions to retirement
plans and limitations on the maximum amount that may be allocated to any one participant’s Plan accounts.
Therefore, your maximum salary deferral contributions under the Savings Plan year may be lower than the
maximums noted above or may vary among different participants and plan years. If necessary, in order to comply
with applicable limitations, part of your salary deferral contributions may be returned to you together with the
earnings thereon, which will then be taxable to you as compensation.
9. WHAT IS VESTING AND HOW DO I BECOME VESTED?
A vested beneﬁt is that portion of your Plan beneﬁt that belongs to you unconditionally. It can never be forfeited,
even if your employment with Dreyer’s terminates.
Your accounts attributable to salary deferral contributions, catch-up contributions, transfer and rollover
contributions are always 100 percent vested. Your accounts attributable to pension contributions and to
matching contributions become vested in accordance with the following schedule:
Years of Service Percent Vested
less than 2 years 0%
2 years 20 %
3 years 40 %
4 years 60 %
5 years 80 %
6 years or more 100 %
For purposes of vesting, you are credited with a Year of Service for each plan year (January 1 through
December 31) in which you are credited with at least 1,000 Hours of Service (see Question 5 for the meaning of
“Hour of Service”).
You will be credited with service for your employment with predecessor companies acquired by Dreyer’s to
the extent permitted under the Plan or required by applicable law.
If you die while still employed by Dreyer’s, or terminate your employment with Dreyer’s as the result of a
disability or are still employed by Dreyer’s when you attain Normal Retirement Age (age 65), your benefits in
the Plan become 100 percent vested at that time, regardless of the number of your Years of Service.
10. HOW WILL CONTRIBUTIONS MADE ON MY BEHALF BE INVESTED?
You direct the investment of your accounts in the Plans.
Using your social security number and your assigned PIN, you will be able to access the SchwabPlan® Hotline
at 1-800-SCH-PLAN (1-800-724-7526) or the SchwabPlan® Website at www.schwabplan.com to initiate your
investments. You must initiate your investment options for the Savings Plan and Money Purchase Pension Plan
separately. However, your investment directions for each of these Plans will apply to all accounts (salary
deferral, company match, etc.) under that Plan because your accounts are commingled for investment purposes.
To the extent that you fail to give investment directions for amounts contributed to the Plans, the assets will
be invested in a ﬁxed income fund. This may or may not be an appropriate investment for you.
MONEY PURCHASE PENSION PLAN
You may invest your accounts in the Money Purchase Pension Plan in one or more of the mutual funds made
available by Schwab, which are selected by Dreyer’s. You must allocate 1 percent or more (in whole percentages)
of the pension contribution allocated to your account to each fund you choose. The amount contributed for
you to the Money Purchase Pension Plan will be transferred to the mutual fund or funds of your choice. There
are no “loads” or sales commissions on any of these mutual funds. However, some of these mutual funds
may charge a fee for early redemption.
The same mutual funds that are available under the Money Purchase Pension Plan are also available under the
Savings Plan, with the same terms and conditions (see above for a discussion of these funds).
Additional investment options are available to you under the Savings Plan. You may open a Schwab Personal
Choice Retirement Account (PCRA Account), which is neither a mutual fund nor is it managed by Schwab.
Once in the PCRA Account, you may choose any investment permitted by the Savings Plan and the Schwab PCRA
Account. Currently, you may also elect to invest in the Dreyer’s Stock Fund, which is similar to investing in the
common stock of Dreyer’s Grand Ice Cream Holdings, Inc. However, it is anticipated that the Dreyer’s Stock Fund
will no longer be available as an investment option in late 2005 or early 2006. You will receive additional
information about the removal of this investment option as soon as it becomes available.
You may change your investments as often as you like using the Hotline or the Website. You will automatically
receive conﬁrmation of all investment transactions.
Dreyer’s cannot give investment advice. Each participant’s situation is different. You should consult your
personal investment advisor or financial advisor before making any investment decision. Naturally, Dreyer’s
cannot guarantee or predict the performance of any investment made under any Plan.
You vote all securities held in your PCRA Account and your interest in the Dreyer’s Stock Fund. All voting
materials will be sent to you, including proxy statements and proxy cards. Generally, the Plan Administrator
votes all of the other investment alternatives offered by the Plan.
The Plans are intended to be “Section 404(c)” Plans. This means that the Plans are intended to constitute
Plans described in Section 404(c) of the Employee Retirement Income Security Act of 1974 and Title 29 of the
Code of Federal Regulations § 2550.404c-1 (the “404(c) Regulations”) and that the Plan ﬁduciaries may be
relieved of liability for losses that are the direct and necessary result of investment instructions which you give.
The Plan Administrator or its designated agents shall be the party responsible for providing the required
disclosures and other optional information on the available investment alternatives as described by the 404(c)
11. HOW MUCH WILL I RECEIVE FROM THE PLANS?
The amount that you will receive from the Plans in the form of beneﬁts will depend on the total contributions
made by you and made by Dreyer’s on your behalf, the investment gains (or losses) on those contributions, the
percent you are vested in those contributions, and the form in which your benefits are distributed to you.
Because the total contributions and the investment performance cannot be predicted, the exact amount of
your beneﬁts cannot be known until you start to receive your beneﬁts.
12. CAN I LOSE MY BENEFITS?
You may lose (forfeit) part or all of your beneﬁts under the Plans upon termination of employment if you are
not 100 percent vested. See Question 9, What is Vesting and How Do I Become Vested? You can not forfeit any portion
of your salary deferral account, transfer account or your rollover account for any reason.
13. WHEN WILL I START TO RECEIVE MY BENEFITS?
Except for amounts that may be withdrawn as hardship withdrawals, as explained in Question 14, Under What
Circumstances Can I Receive A Hardship Distribution from the Plans?, loans, as explained in Question 20, May I Take a Loan
from the Plans?, in-service distributions, as explained in Question 15, Under What Circumstances Can I Receive An
In-Service Distribution from the Plans?, or voluntary contributions made to the Plan before January 1, 1987, no amounts
are payable from the Plans prior to your termination of employment or your normal retirement age, age 65.
If your employment terminates, for any reason including retirement, you will receive distribution forms on
which you may elect payment of your beneﬁts. The amount of beneﬁts paid is determined by the balance in
your account in each Plan — contributions plus investment earnings less withdrawals and investment losses.
Prior to March 28, 2005, if your account balance in either of the Plans was $5,000 or less, determined without
regard to the portion of your account attributable to rollover contributions, you would have been paid that
balance in a lump sum as soon as those benefits are computed following your termination of employment.
After March 28, 2005, new rules will govern the disposition of account balances which are $5,000 or less. At the
time of your termination of employment, the Plan Administrator will provide you with further information on
your distribution rights.
If your account balance in either of the Plans exceeds $5,000, determined without regard to the portion of
your account attributable to rollover contributions, your beneﬁts will begin on your normal retirement age (65),
unless (with your spouse’s written consent, if married) you request an earlier starting date as described above.
You may also defer the starting date of the benefits. However, you may not defer it beyond April 1 of the year
following the year in which you reach age 70-1/2 or until you retire, if that is later.
If you die before the full amount of your accounts has been paid out, death benefits will be paid to your
beneficiary. Therefore, it is important for you to name a beneficiary for each Plan as soon as you become a
participant in each Plan. See Question 17, What Happens If I Die Before I Receive All My Beneﬁts? for more information
on death beneﬁts.
14. UNDER WHAT CIRCUMSTANCES CAN I RECEIVE A HARDSHIP
14. DISTRIBUTION FROM THE PLANS?
In order to receive a hardship distribution, you must submit documentation which shows that you have an
immediate and heavy ﬁnancial need for any one of the following reasons:
• Medical expenses which have been incurred by, or are necessary to obtain care for, you, your spouse or
any of your dependents;
• To prevent your eviction from your principal residence or the foreclosure on the mortgage of your
• The purchase (excluding mortgage payments except as described above) of your ﬁrst principal residence; or
• The payment of tuition for the next 12 months of post-secondary education for you, your spouse or any
of your dependents.
A distribution shall also be treated as due to an immediate and heavy ﬁnancial need if it is for the purpose of
paying the funeral expenses for an immediate family member or for paying costs directly related to substance
abuse counseling and behavioral health care and it is so determined by the Administrative Committee on the
basis of all the relevant facts.
The amounts of the hardship distribution shall not exceed the amounts of your immediate ﬁnancial need.
Generally, hardship distributions may only be made from the deductible deferrals in your Salary Deferral
Account (and not from the earnings thereon). Before a hardship distribution is available to you, you must
exhaust other resources reasonably available to you, including other distributions and loans from the Plans.
Therefore, a loan must be taken and if you have a Rollover Account or Transfer Account, an in-service
distribution must be taken, from the Plans before a hardship distribution is available to you. If a hardship
distribution is made, you will not be permitted to make any salary deferral contributions for at least six (6)
months after you receive the hardship distribution.
15. UNDER WHAT CIRCUMSTANCES CAN I RECEIVE AN IN-SERVICE
15. DISTRIBUTION FROM THE PLANS?
You may request at anytime a distribution of any part (0 to 100 percent) of your Rollover Account, but not
your Transfer Account. Also, if you reach your Normal Retirement Age (65) while still employed, you may be
eligible for a distribution of your accounts.
If you are married, any such “in-service” distribution requires the consent of your spouse.
16. HOW WILL MY BENEFITS BE PAID?
In general, the distribution rules and options for payment of beneﬁts are as follows:
STANDARD FORM OF BENEFIT PAYMENT—MARRIED PARTICIPANTS
If you are married at the time beneﬁts begin, your beneﬁts will be paid to you in the form of a “qualiﬁed joint
and survivor annuity,” unless you, with your spouse’s written consent as described below, select another form
A qualiﬁed joint and survivor annuity is a monthly payment to you during your lifetime and, upon your death,
continuing to your surviving spouse for his or her lifetime in a monthly amount equal to 50 percent of the
monthly beneﬁt which you were receiving. You automatically will receive your beneﬁts in this form unless you
properly elect, with your spouse’s consent, to receive a different form of payment (as described below).
STANDARD FORM OF BENEFIT PAYMENT—UNMARRIED PARTICIPANTS
If you are unmarried at the time your beneﬁts begin, your beneﬁts will be paid to you in the form of a life annuity,
unless you select another form of payment (as described below). A life annuity is a monthly payment payable
to you during your lifetime with no additional payments after your death.
WAIVER OF STANDARD FORM OF BENEFITS
You may waive the standard form of beneﬁt payment and select another form of beneﬁt payment. If you are
married at the time beneﬁt payments begin, your spouse must consent to the waiver in writing. Your waiver and
the spousal consent must be executed on a form provided to you. Generally, the waiver must be executed
within 90 days, but not less than 30 days, prior to the commencement of beneﬁts. Under certain circumstances,
the 30-day requirement can be reduced to 7 days.
OTHER FORMS OF BENEFITS
If you (and your spouse, if applicable) waive the standard form of beneﬁt payment, you may choose to have your
payment made to you in a lump sum, in installments or in a combination of both.
For purposes of this Question 16, How Will My Beneﬁts Be Paid? or Question 17, What Happens if I Die Before I Receive
All My Benefits?, the value of your vested benefits shall be determined without regard to the portion of your
account attributable to rollover contributions.
Payment of your benefits will be in cash or in kind. Under certain circumstances, if you invested your
Savings Plan accounts in the Dreyer’s Stock Fund, that portion of your account in the Savings Plan so invested
may be distributed in full shares of Dreyer’s stock.
17. WHAT HAPPENS IF I DIE BEFORE I RECEIVE ALL MY BENEFITS?
If you die before you receive all your beneﬁts, your interest in the Plans will be paid to your beneﬁciary.
If you are married and had not commenced distribution of your benefit payments before your death, your
benefit payment generally must be paid to your spouse in the form of a pre-retirement survivor annuity. A
pre-retirement survivor annuity provides monthly payments for the life of your surviving spouse. However, if the
value of your vested beneﬁts as of the date of your death does not exceed $5,000, your surviving spouse will
receive a single lump sum cash payment. Also, your spouse may waive the pre-retirement survivor annuity and
receive benefits under one of the alternative forms of payment (other than a joint and survivor annuity)
permitted under the Plans.
If you are married and wish to designate a person or entity other than your spouse as beneficiary, your
spouse must consent to the designation of the non-spouse beneﬁciary. You will be provided with an appropriate
form for this purpose.
If the vested account balance payable to your beneficiary does not exceed $5,000, the Plans will pay the
beneﬁt in a lump sum to your beneﬁciary as soon as administratively practicable after your death. If your vested
account balance is greater than $5,000, and you had already begun to receive your benefits before you died,
your beneﬁciary must receive payments at least as rapidly as you did. If your vested account balance is greater
than $5,000 and you had not begun to receive your beneﬁts before your death, then your beneﬁt must either
(1) be paid in full to your beneficiary by the end of the year that includes the fifth anniversary of the date of
your death or (2) be paid out in annual installments beginning by the end of the year following the year of
your death (or, if your spouse is your beneficiary, beginning by the end of the year in which you would have
attained age 70-1/2).
18. WILL I EVER BE REQUIRED TO TAKE A DISTRIBUTION FROM
17. THE PLANS?
The Plans are required to comply with the distribution rules of the Internal Revenue Code. A participant will
be required to receive distributions by April 1 of the year which follows the year in which he or she reaches age
70-1/2 or terminates employment with Dreyer’s, whichever is later. A participant who is a “ﬁve percent owner,”
as deﬁned in the tax laws, will be required to receive distributions by April 1 of the year which follows the year
in which he or she reaches age 70-1/2, even if he or she is still employed by Dreyer’s at that time.
19. CAN I ROLL OVER MY DISTRIBUTION TO AN INDIVIDUAL
18. RETIREMENT ACCOUNT OR ANOTHER TAX-QUALIFIED PLAN
18. TO DEFER PAYMENT OF INCOME TAXES?
Under certain circumstances, you may elect to have all or a portion of a distribution to you paid directly to
an individual retirement account or another tax-qualiﬁed plan which accepts rollover distributions. Additional
information regarding rollovers will be provided to you when you apply for distribution of your beneﬁts.
20. MAY I TAKE A LOAN FROM THE PLANS?
As long as you have not separated from employment with Dreyer’s at the time the loan is made, you may obtain
a loan from the Savings Plan under the following rules: You may obtain a loan from the Savings Plan of up to
the lesser of (a) 50 percent of the value of your vested interest in your Salary Deferral, Transfer, Matching and
Rollover Account interest at the time you receive the loan or (b) $50,000 (reduced by the highest balance of
any prior loans from the Savings Plan and all other Dreyer’s plans outstanding at any time during the preceding
12 months). If you are married, your spouse must consent to the loan. Repayment of the loan is to be by
payroll deduction, and the balance of your loan will be fully due and payable upon your termination of employ-
ment with Dreyer’s. The amount of the loan may not be less than $1,000. You may only have one outstanding
loan at a time.
Any loan you take from your Savings Plan will require you to pay interest at the prime rate plus 2 percent,
and the loan must provide for periodic level payments of principal and interest that are made on a monthly
basis through payroll deductions. The term of the loan cannot exceed ﬁve (5) years.
Any loan you take from the Savings Plan will be accounted for as a special investment for you under the
Savings Plan. This accounting treatment has the following consequences: First, all the interest and principal
payments on the loan will be credited to your own Savings Plan accounts. Second, the principal balance of the
loan will not participate in any investment earnings of the Savings Plan. Third, if you default on your obligation
to repay the loan, the default will be charged to your Savings Plan accounts and will not affect the accounts of
any other participant.
If you do take a loan from the Savings Plan and you default on any payment of principal or interest due with
respect to the loan, then you will be subject to the same federal income tax consequences as if the balance
due on your loan were actually paid to you.
You will be charged a one-time loan processing fee (which is currently $50) at the time the loan is made.
This fee is paid directly from your Savings Plan accounts.
Additional loan information, including the ability to apply for a loan and the application form, is available
by calling the SchwabPlan® Hotline.
No loans are permitted from the Money Purchase Pension Plan.
21. WHO DECIDES HOW EMPLOYER STOCK IN THE SAVINGS PLAN
20. IS VOTED?
Generally, if your account is invested in the Dreyer’s Stock Fund, you direct the Trustee how to vote the shares
of Employer stock credited to your account. All voting materials will be sent to you.
22. WHAT ARE THE TAX ADVANTAGES OF THE PLANS?
The Plans have been designed to be “qualified plans” that meet the requirements of section 401(a) of the
Internal Revenue Code. This means that contributions under the Plans on your behalf as well as amounts paid
to you will be eligible for special tax beneﬁts.
When contributions under the Plans are made on your behalf, you do not currently pay income taxes on
those amounts. You also do not currently pay taxes on your share of the income from Plans’ investments that
accumulate for your benefit. You will pay federal, and any applicable state, income taxes when you actually
receive beneﬁts from the Plans (unless you roll over your distribution, as described in Question 19).
It is important for you to remember that distributions from the Plans can be handled in several different ways
depending on your particular situation, and you should understand the various consequences, including the
tax consequences, of the available options. This SPD provides only general guidance and does not cover the
many variations in individual situations or changes that may occur in the tax laws. You should contact your
tax advisor for speciﬁc tax advice.
23. WHAT IS A CLAIM AND HOW DO I FILE A CLAIM FOR BENEFITS?
A claim is a request by a participant or beneficiary for any Plan benefits to which he/she believes he/she is
entitled. However, no claim is considered ﬁled until a written request for beneﬁts is received from you (or your
duly appointed representative) or your beneﬁciary (or your beneﬁciary’s duly appointed representative). You
will be given a prompt response to your claim and, if your claim is denied in whole or in part, you will be given
the speciﬁc reasons for the denial. If you wish, you may, within 60 days of receiving the response, ﬁle a written
request for a review of your claim. You have the right to request copies of documents pertinent to your appeal,
and you may have a duly designated representative process the appeal on your behalf, at your expense.
No later than 60 days after your appeal is submitted, the Administrative Committee will review the appeal
and notify you of its decision.
In special circumstances, the Administrative Committee may need additional time to make a decision. By
notifying you of the special circumstances, the Administrative Committee may take up to an additional 90 days
to make a decision of the claim for beneﬁts and up to another 60 days to review the appeal.
24. CAN MY PLAN BENEFITS BE ASSIGNED BY ME OR TAKEN BY MY
Generally, you may not assign, and your creditors may not take, your Plan beneﬁts before they are paid to you.
An exception to this rule is that beneﬁts may be assigned or awarded to an “alternate payee” (who can be a
spouse, former spouse, child or other dependent) under an order which is a “qualified domestic relations
order,” within the meaning of the tax laws. The Plans’ Administrative Committee maintains written procedures
for determining whether an order it receives is such a “qualiﬁed domestic relations order.” You may obtain a
copy of those procedures by contacting the Administrative Committee.
25. WHAT ARE MY RIGHTS IF THE PLANS TERMINATE?
Dreyer’s has retained the right to terminate as well as change the terms of the Plans. If the Plans are terminated,
you will become 100 percent vested in your pension contributions and the matching contributions.
26. IS MY INTEREST IN THE PLANS INSURED BY THE PENSION
25. BENEFIT GUARANTY CORPORATION?
No. The Pension Beneﬁt Guaranty Corporation does not insure beneﬁts under these types of plans.
27. GENERAL INFORMATION
Name of Plan: Dreyer’s Grand Ice Cream, Inc. Money Purchase Pension Plan
Dreyer’s Grand Ice Cream, Inc. Savings Plan
Name and Address of Employer: Dreyer’s Grand Ice Cream, Inc.
5929 College Avenue
Oakland, CA 94618
Employer’s Tax Identiﬁcation Number: 94-2406743
Names, Address and Telephone Number Dreyer’s Grand Ice Cream, Inc. Money Purchase Pension Plan
of Plan Administrator: Administrative Committee
Dreyer’s Grand Ice Cream, Inc. Savings Plan Administrative
5929 College Avenue
Oakland, CA 94618
Plan Number: 001
Plan Year: January 1 through December 31
Type of Plan: Deﬁned Contribution (Money Purchase Pension Plan)
Deﬁned Contribution (401(k) Plan)
Type of Administration: Self-administered
Name and Address of Trustee: Charles Schwab Trust Company
425 Market Street, 7th Floor
San Francisco, CA 94105
The Plan Administrator is designated as the agent for service of process at the address provided above.
Service of process may also be made on the Plan Trustee.
28. YOUR RIGHTS UNDER THE EMPLOYEE RETIREMENT INCOME
27. SECURITY ACT OF 1974 (ERISA)
As a participant in the Plans you are entitled to certain rights and protections under the Employee Retirement
Income Security Act of 1974 (“ERISA”). ERISA provides that all participants shall be entitled to:
• Receive information about plan beneﬁts.
• Examine, without charge, at the Plan Administrator's ofﬁce, all documents governing the Plans, including
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 Savings Pension and Welfare Beneﬁts Administration.
• Obtain, upon written request to the Plan Administrator, copies of documents governing the operation of
the Plans, including insurance contracts and collective bargaining agreements, and 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 Plans’ annual financial report. The Plan Administrator is required by law to
furnish each participant with a copy of this summary annual report.
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 the 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 to prevent you from obtaining a beneﬁt or exercising your rights under ERISA.
If your claim for a plan beneﬁt is denied or ignored, in whole or in part, you have a 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 copies of
plan documents or the latest annual report for 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's
decision or lack thereof concerning the qualiﬁed status of a domestic relations order, you may ﬁle suit in 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
these costs and fees, for example, if it ﬁnds your claim is frivolous.
If you have any questions about the Plans, 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 ofﬁce of the Pension and Welfare Beneﬁts Administration,
U.S. Department of Labor, listed in your telephone directory or the Division of Technical Assistance and
Inquiries, Pension and Welfare Benefits 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 Pension and Welfare Beneﬁts Administration.
A P P E N D I X A
Dreyer’s Grand Ice Cream, Inc. is the original sponsor of the Plans. Other Afﬁliated Employers who have adopted
the provision of the Plans are:
• Edy’s Grand Ice Cream
• Grand Soft Equipment Company (formerly Polar Express Systems International, Inc.)
• Rutledge Distributing, Inc.
• Specialty Frozen Products, L.P.
• BRW Management, Inc.
• Jerry Smyth, Inc.
• Rainbo Distribution Company
• Sunbelt Distributors
• Nestle’s Ice Cream Company, LLC
• Dreyer’s Express Management Company
All Afﬁliated Employers may be contacted through either the Plan Administrator or Plan Trustee.
COLLECTIVE BARGAINING GROUPS
Union employees are excluded from the Plans unless their collective bargaining agreement provides otherwise.
Employees covered by collective bargaining agreements who are eligible for the Plans are as follows:
Collective Bargaining Group Savings Plan Money Purchase Pension Plan
Chauffeurs, Teamsters and Helpers Yes No
Local Union 150 IBT
United Food and Commercial Yes Yes
Workers Union Local 655
Employees covered by collective bargaining agreements not listed above are not eligible for either Plan.
Since collective bargaining agreements are subject to change, your eligibility for the Plans may change
in the future.