17 to provide the materials and pay you up to $110 a dayuntil you receive the materials, unless the materials were not sent because of reasons beyond the control of the administrator. If you have a claim for benefits that 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 or a medical child support 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 courtmay 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. Assistance with Questions If you have any questions about your Plan, you should contact the Plan Administrator. If you have any questions about this statement or about your rights under ERISA, you should contact the nearest office of the Employee Benefits Security Administration ( " EBSA " ), U.S. Department of Labor, listed in your telephone directory or the U.S. Department of Labor, 200 Constitution Avenue, N.W., Washington, DC 20210. You may also obtain certain publications about your rights and responsibilities under ERISA by calling the hotline of the Employee Benefits Security Administration at 1(866) 444-3272. You may also find answers to your Plan questions at the website of the EBSA at www.dol.gov/agencies/ebsa. Additional Information for Employees of Employers that Participated in the IAM National Individual Account Plan Before July 1, 2001, the Plan was known as the IAM National Individual Account Plan, and it was financed entirely by employer contributions negotiated through collective bargaining. As of July 1, 2001, the Plan was amended to add the 401(k) feature, and financing solely through direct employer contributions ended as collective bargaining agreements expired. If your employer participated in the Plan before July 1, 2001, there are some special rules that may apply to you. What Happens With the Employer Contributions under the Old Arrangement? Amounts contributed by employers, plus their earnings, under the old arrangement will remain in your * ndividual " ccount but will be accounted for separately. You are entitled to distributions from this special sub-account under the same rules described earlier in this booklet, except you may not take hardship withdrawals from it. Spousal consent is required if any portion of an individual account includes employer contributions for periods prior to July 1, 2001 and the loan exceeds $5,000. In What Form Will You Receive Benefits from this Special Account? If you have a sub-account with employer contributions from the old arrangement, you are eligible for the standard forms of benefits described below from your entire account: • If your total individual account is less than $5,000, you will be paid a single lump sum. If your total individual account is at least $5,000, your entire account willbe paid in one of the following forms unless you reject that form and choose another form of payment: 1. A life annuity if you are single. This form provides for a monthly lifetime payment to you. 2. A 50 percent husband and wife annuity if you are married. This form provides for a monthly lifetime payment to you, and if you die before your spouse, 50 percent of your monthly payment to your spouse for his/her lifetime.