Capgemini UK (2004) Pension Plan ASPIRE INVESTMENT SECTION

Transcription

1 Capgemini UK (2004) Pension Plan ASPIRE INVESTMENT SECTION

2 Contents SECTION PAGE No. 1. Terms used in this Booklet Joining the Plan Contributions Investments Retirement Benefits Leaving the Plan Benefits on Death-in-Service Temporary Absence and Changes in Working Hours General Information Investment Fund Choices State Pension Scheme and Contracting-Out Protected Rights

3 Introduction Capgemini UK (2004) Pension Plan Aspire Investment Section has been set up to provide you with one or more of the following benefits: a pension when you retire, with the option to take part of your fund as a tax-free cash sum with a smaller pension protection for your dependants if you die in service at the point of retirement the opportunity to set up benefits for your dependants on death after retirement The Plan provides benefits on a Defined Contribution basis. This means that your contributions and those of the Company will be paid into a Retirement Account that is opened in your name, and when you retire you use the accumulated pension fund to provide retirement benefits chosen to suit your circumstances at that time. The amount of benefit that will eventually be payable will not be known until you actually retire. It will depend upon the following factors: the amount of money put into the Plan on your behalf the investment performance of those funds the terms on which your Retirement Account can be converted into a pension As a member of the Plan you will also be a member of the State Second Pension (S2P), although you will be able to contract-out of S2P on an individual basis should you so wish (see Section 11). Please note that if you elect to transfer your pension benefits from the EDS Investment Plan this may include an element of Protected Rights as up until 5 April 2003 the EDS Investment Plan was contracted out of the S2P. For further information on Protected Rights benefits and the condition attaching to them please see Section 12. All retirement benefits are funded, which means that your Retirement Account forms part of a fund that is held and invested by the Trustees, completely separately from the Company s assets. This booklet gives a broad outline of the benefits offered to you as a member of the Plan. It does not in any way override the Plan s Trust Deed and Rules. The relevant elements of the administration of the Plan are undertaken on behalf of the Trustees by Entegria Limited. If you require assistance concerning your benefits, need more information, or wish to ask questions, you should contact: Capgemini Pensions HELPLINE at Entegria: Capgemini-Aspire@entegria.com Address: Capgemini Aspire Pensions Team Entegria Limited Greyfriars Road Reading Berkshire RG1 1NN ASPIRE INVESTMENT SECTION 3

4 1. Terms used in this booklet Certain terms are used throughout the booklet. Their meanings are explained below: Active Member A current employee of the Company who is a member of the Plan and for whom contributions are being paid. Annuity The pension, payable for life, which you can buy when you retire, using the cash value of your Retirement Account. Basic Salary Your salary from time to time excluding any bonuses or other payments. This figure is subject to the Earnings Cap (see definition). Company Capgemini UK plc and all participating companies of the Plan. Dependant Your spouse, partner or financial dependant (including children) nominated on the Dependant Nomination Form (see Pensions Intranet site or contact The Pensions Team). Earnings Cap This is the maximum earnings figure on which contributions can be paid (or benefits calculated) for members who join a pension arrangement after 31 May It is imposed by the Inland Revenue and is reviewed annually with effect from 6 April. (As at 6 April 2004 it stands at 102,000 per annum). Incapacity Physical or mental deterioration, which in the opinion of the Principal Employer and the Trustees on the advice of a registered medical practitioner gives rise to you being unlikely at any point before your Normal Retirement Age to be able to engage in any suitable employment. Inflation Inflation in this booklet means the increase in the cost of living as measured by the Retail Prices Index (RPI). Normal Retirement Age Your 65th birthday. Pensionable Salary Basic Salary, as determined from time to time. This figure is subject to the Earnings Cap (see above definition). Pensionable Service Is the number of years and complete months as an Active Member of the Plan. Plan Capgemini UK (2004) Pension Plan Aspire Investment Section. Plan Year Plan Year runs from 1 April to 31 March. Previous Scheme Electronic Data Systems Investment Plan. Principal Employer Capgemini UK plc. 4 CAPGEMINI UK (2004) PENSION PLAN

5 Protected Rights Will be held by members of the Plan who elect to transfer pension benefits from the EDS Investment Plan in respect of Pensionable Service prior to 6 April They represent the part of such members benefits secured by contributions equivalent to the saving in National Insurance contributions, together with age related rebates received from the Inland Revenue. For further details see Section 12. Qualifying Service Pensionable Service plus any previous service with a company covered by a transfer of pension to the Plan or in respect of a TUPE transfer. Renewal Date 1 April each year. Retirement Account This is the account maintained by the Trustees in the Plan for you. You will be notified of the investment options available to you and of the benefits it can be used to provide. State Pension Age Age 65 for males. Age 65 for females born on or after 6 April Age 60 for females born before 6 April Phased between ages 60 and 65 for females born after 5 April 1950 and before 6 April Tax-Free All references to benefits being tax-free reflect current legislation but are subject to any future changes in legislation. Trust Deed and Rules The governing documentation of the Plan. Trustees Individuals appointed (in accordance with the provisions of the Pensions Act 1995) to carry out the purposes of the trust in accordance with the Trust Deed and Rules and trust law. S2P This means the State Second Pension. ASPIRE INVESTMENT SECTION 5

6 2. Joining the Plan If you wish to leave the Plan whilst remaining employed by the Company you are required to give one month s written notice of your intention to withdraw If you are interested in investigating a transfer-in, an illustration of the benefits which could possibly be provided will be supplied on request by Entegria Limited (see Section 1 for contact details). Eligibility Permanent Employees aged 16 to 64 will be able to join on the first of any month after joining the Company, subject to completion of an Application Form. Fixed Term Contract Employees aged 16 to 64 will be able to join on the first of any month after completing 11 months employment with the Company, on completion of an Application Form. However, all employees aged between 16 and 64 are automatically covered for the death-in-service lump sum benefit (known as life assurance ) as soon as they join the Company. The level of life assurance provided is four times your Pensionable Salary (see Section 7). If you wish to leave the Plan whilst remaining employed by the Company you are required to give one month s written notice of your intention to withdraw. You will only be able to rejoin the Plan at a later date with the Trustees consent and the agreement of the Principal Employer. Also, to be eligible for the Dependants death-in-service pension you may be required to provide medical evidence as determined by the insurers. The insurers reserve the right to decline or restrict cover for this benefit. Application Membership of the Plan is voluntary. If you wish to join, you will need to complete an Application Form. You should note that on completing the Application Form you should specify the fund(s) in which your own and the Company s contributions are to be invested (see Section 10). You should also complete both the Beneficiary Nomination Form and the Dependant Nomination Form included in your joining pack. For future use, copies will be available on the Pensions Intranet site or from The Pensions Team. Benefits from a Previous Pension Arrangement Details of any other pension arrangements under which you are entitled to benefits, should be provided to The Pensions Team, even if you decide not to transfer them into the Plan. The Inland Revenue may require benefits from previous arrangements to be taken into account when calculating your pension entitlement, to ensure that the overall maximum benefit limits are not exceeded. It may be possible for the cash value of the retirement benefits to which you are entitled under other pension arrangements to be transferred into the Plan. Any decision to transfer should be taken with great care and you are strongly recommended to seek independent financial advice. A transfer-in can only be made with the Trustees consent. The Trustees would normally be willing to accept a transfer of benefits, except where the legislative requirements with which the Plan would have to comply, as a result of the transfer, would place an unacceptable administrative or financial burden on the Plan. 6 CAPGEMINI UK (2004) PENSION PLAN

7 3. Contributions Each year you will receive a benefit statement from the Trustees, showing the current value of your account Core Contributions Member Contributions As a member of the Plan you will make a regular core contribution of 3% of your Pensionable Salary. Company Contributions The Company will also make a regular core contribution of 3% of your Pensionable Salary. Optional Contributions The Company recognises that the cost of securing pension increases with age. Therefore, under the Plan you can make optional contributions (which you must make for a minimum of 12 months). If you elect to make optional contributions the Company will also make extra contributions as shown in the table below. If you wish to make optional contributions you will need to complete an Optional Contribution Form available on the Pensions Intranet site or from The Pensions Team. Age Core Contributions Optional Contributions Total Contributions You Company You Company You Company Up to 29 3% 3% 0% 0% 3% 3% % 3% 2% 2% 5% 5% % 3% 4% 6% 7% 9% 50 and over 3% 3% 6% 9% 9% 12% Additional Voluntary Contributions (AVCs) As an Active Member you may elect, at any time, to pay AVCs into the Plan. The total contributions paid by you, including your chosen employee contribution level (core plus optional) in any tax year, must not exceed 15% of your total earnings in that year, subject to the Earnings Cap. An Application Form to start/revise AVCs is available on the Pensions Intranet site or from the Pensions Team. Tax Relief Your contributions, including any AVCs, are not subject to tax but are subject to National Insurance contributions. They are deducted from your pay before you are assessed for income tax, which means that you receive tax relief at your highest marginal rate. Your Retirement Account All pension contributions paid by you and the Company on your behalf accumulate in your own Retirement Account, to provide benefits for you and your Dependants on your retirement, death or withdrawal from the Plan. Each year you will receive a benefit statement from the Trustees, showing the current value of your account. Note You may only contribute at the rates shown above, although you may choose not to contribute the highest level allowable for your age band e.g. at 45 you can choose to make additional contributions of 2% or 4%. You and the Company will also pay National Insurance contributions at the non contracted-out rate, meaning that while you are a member of the Plan you will also be earning an entitlement under both the Basic State Pension scheme and S2P (see Section 11). Contributions will be payable while you remain in Pensionable Service, but see Section 8 regarding temporary absence from work and changes in working hours. ASPIRE INVESTMENT SECTION 7

8 4. Investments Passive investment management (or index-tracking ) is expected to reproduce the performance of a specific stock market index As explained in Section 10, a range of funds is available to you for the investment of your contributions. When you first become a member you must indicate on your Application Form the funds in which you would like the contributions to be invested. Thereafter, you will be able to redirect the investment of future payments into the fund(s) of your choice, at 1 April each year. You will also be able to switch all or part of your existing investments between the available funds at that date. The necessary forms are available on the Pensions Intranet site or from The Pensions Team. Brief Summary For more detailed information please refer to Section 10 or the Pensions Intranet site. You have several options for the way contributions are invested. You can either let the investment strategy be decided for you or you can decide on your own personal investment strategy. You may invest in any or all of the following funds: Lifestyle Unit-Linked Funds Passive Management The lifestyle approach invests on a passive (index-tracking) basis in funds managed by Legal & General. For most of your working life, your pension fund will be invested in equities, gradually switching into bonds and cash as you approach your Normal Retirement Age. The funds chosen for the lifestyle strategy are as follows: Global Equity Fixed Weights (60:40) Index Fund Over 15 Year Gilts Index Fund Cash Fund This is the option that will be chosen for you if you do not make a specific choice yourself. Unit-Linked Funds Passive Management Passive investment management (or index-tracking ) is expected to reproduce the performance of a specific stock market index. It will therefore represent the combined performance of all the companies listed within the index. The funds available are the same as those included under the lifestyle strategy with Legal & General. 8 CAPGEMINI UK (2004) PENSION PLAN

9 Your choice of funds will be influenced by your own circumstances and your personal view of different types of investment risk Unit-Linked Funds Active Management The aim is to produce greater gains than the passively managed (index-tracking) approach, but there is a higher risk level and greater volatility in individual years. However, this approach gives the investment manager greater freedom in deciding how to invest. The range of unit-linked funds available for investment are: Cash Pensions Fund UK Equity Index Fund (passive) UK Equity Fund Pacific Equity Fund North American Equity Fund Long Term Growth Fund With-Profits Fund These smooth investment returns over the longer-term, providing a degree of protection against significant short-term market fluctuations. A with-profits fund is a relatively low risk investment effected through an insurance contract, in this case with The Prudential. Your choice of funds will be influenced by your own circumstances and your personal view of different types of investment risk. This booklet does not seek to give investment advice. If you are in any doubt about which option to choose, you should seek independent financial advice. International Equity Fund Index-Linked Bond Fund European Equity Fund Emerging Markets Equity Fund Japanese Equity Fund Global Equity (70:30) Fund Pensions Annuity Fund The manager offering the above range of funds is Fidelity Investments. ASPIRE INVESTMENT SECTION 9

10 5. Retirement Benefits You will have a number of options as to how you can take your benefits Retirement at Normal Retirement Age Your pension is based upon the value of units held in your Retirement Account, which is made up as follows: Contributions +/- Investment Returns = Fund at Retirement You will have a number of options as to how you can take your benefits. You can choose whether your pension will be taken as: a pension for you alone a pension for yourself with an attaching pension payable to your Dependant(s) on your death a balance of 5 year guarantee attaching to the pension a cash sum (which is tax-free under present law and practice) plus a residual pension a combination of the above options Shortly before your retirement, you will receive details of the options available to you, together with an indication of the relevant amounts. Pension You can use all or part of the fund in your Retirement Account to purchase a pension. If this pension is secured by the part of your fund that represents normal contributions (i.e. excluding any AVCs), it must currently carry increases in payment in line with Limited Price Indexation (LPI) i.e. at the rate of 5% or in line with Inflation if less. A pension secured by AVCs does not have to carry these increases. Dependants Pensions on Death After Retirement You will be able to decide, at the time of your retirement, whether you want your pension to carry any Dependants pension. If so, your pension will of course be lower than it would otherwise have been. Any Dependants pension will start on the day following the date of your death and will be payable for life, unless the Dependant is a child in which case the pension will normally cease when he or she reaches age 18 (or 25 if still in full-time education). See Section 12 regarding the treatment of Protected Rights benefits. 10 CAPGEMINI UK (2004) PENSION PLAN

11 You will be able to decide, at the time of your retirement, whether you want your pension to carry any Dependants pension Balance of 5 Year Guarantee If, at the point of retirement, you elect the balance of 5 year guarantee option, this means that if you die within 5 years after the start of your pension, a lump sum will be payable to your Dependants. This lump sum is the balance of the future payments you would have expected to receive over the remainder of the 5 year period, without being discounted for early payment. Tax-Free Cash Payment Part of the value of your Retirement Account may be taken as a tax-free cash payment, provided this amount does not exceed the maximum permitted by the Inland Revenue. See Section 12 regarding the treatment of Protected Rights benefits. The calculation of this payment is the greater of: 3/80ths of your final year s total earnings (subject to the Earnings Cap) multiplied by your number of years of Company service (subject to a maximum of 40) and Retirement after Normal Retirement Age If, with the Company s agreement, your retirement is postponed until after Normal Retirement Age, your Retirement Account will remain invested in the fund(s) of your choice until you actually retire and the benefits become payable. Contributions normally cease at Normal Retirement Age where employment continues. Payment of Pension Your pension will be payable for life. Pensions under the Plan are normally payable by monthly instalments and will be regarded as earned income for taxation purposes. Contributions Deducted in the Month of Leaving The last contribution deducted from your pay will depend on when you actually leave. If your leaving date is the last working day of the month then contributions will be deducted for the full month. However, if you leave before the last working day of the month then no contributions will be deducted in the final month times the pension purchased by your Retirement Account Early Retirement Your Normal Retirement Date is your 65th birthday, and it is expected that you will retire then. However, you can choose to retire at any time after your 50th birthday, or earlier if retirement is because of Incapacity. The benefits available will be based on your Retirement Account at the date of retirement. See Section 12 regarding the treatment of Protected Rights benefits. ASPIRE INVESTMENT SECTION 11

12 6. Leaving the Plan The transfer value paid will be the value of your Retirement Account at the date it is encashed, following receipt of your instructions Leaving the Plan with less than 2 Years Qualifying Service If you have less than 2 years Qualifying Service you will normally receive a refund of the value of your contributions to the Plan (plus the value of your AVCs, if any) which takes into account any investment gain (or loss) experienced during your membership of the Plan. You should note that this refund will not include any contributions paid by the Company or take into account any investment gain (or loss) on these contributions. A deduction will be made in respect of the tax that is payable by the Trustees (the present rate is 20%). Leaving the Plan with more than 2 Years Qualifying Service If you leave the Plan before your Normal Retirement Age, and are not taking early retirement, your Retirement Account will be made paid-up, which means that it will remain invested in the fund(s) of your choice until you reach Normal Retirement Age. At that point, the value of your account will become available to provide your retirement benefits, and the various options set out in Section 5 will apply. Although payment of your benefits is normally deferred until your Normal Retirement Age, once you have attained age 50 (or earlier in the case of Incapacity) you may elect for the immediate payment of your benefits. 12 CAPGEMINI UK (2004) PENSION PLAN

13 You are recommended to update your Beneficiary Nomination Form if your personal circumstances change As an alternative to the paid-up account described above, you can choose to have the cash value of your Retirement Account transferred to another suitably approved pension arrangement. Such a transfer will normally be to: a new employer s scheme (provided that your new employer s scheme is willing to accept the transfer payment) or a personal pension scheme or another suitable individual policy, in your own name with the provider of your choice This decision does not have to be made immediately after leaving. You can transfer your pension entitlement at any point between leaving and a year prior to Normal Retirement Age. In the meantime, your funds will continue to be held within the Plan. The transfer value paid will be the value of your Retirement Account at the date it is encashed, following receipt of your instructions. You will be provided with an estimated transfer value to assist you in making your decision, but the amount will not be guaranteed because your fund value may change daily. It is strongly recommended that you take independent financial advice before making a decision about transferring your benefits. Note If you transfer your Retirement Account, your AVCs must be transferred at the same time. Death after leaving the Plan but before Retirement If you die after leaving the Plan, but before your benefits become payable, the value of your Retirement Account (including any amount representing AVCs) will generally be payable by the Trustees as a lump sum to your Dependant(s). You are recommended to update your Beneficiary Nomination Form if your personal circumstances change. This form is available from the Pensions Intranet site or The Pensions Team. See Section 11 regarding the treatment of Protected Rights benefits. Rejoining the Plan If you leave the Plan whilst remaining employed by the Company, you will only be able to rejoin the Plan at a later date with the Trustees consent and the agreement of the Principal Employer. Also, to be entitled to the lump sum benefit used to secure the Dependants death-in-service pension, you may be required to provide any such medical evidence determined by the insurers. The insurers reserve the right to decline or restrict cover for this benefit. Contributions Deducted in the Month of Leaving The last contribution deducted from your pay will depend on when you actually leave. If your leaving date is the last working day of the month then contributions will be deducted for the full month. However, if you leave before the last working day of the month then no contributions will be deducted in the final month. ASPIRE INVESTMENT SECTION 13

14 7. Benefits on Death-in-Service You can notify the Trustees of the person or persons who you would like to receive the benefit, by completing a Beneficiary Nomination Form Death-in-Service before Normal Retirement Age If you die in service on or before your Normal Retirement Age the following benefits will be payable: Life Assurance A life assurance benefit equal to 4 times your Pensionable Salary at date of death. Spouse s Pension A pension payable to your spouse or, alternatively an adult who is dependent upon you, of 30% of your Pensionable Salary. Children s Pension A children s pension, if applicable, of 10% of your Pensionable Salary for each child (maximum of three children). This pension will be doubled if no spouse s or dependant s pension is payable. Notes (i) Cover for the life assurance and Spouse s/dependants pension benefits will be subject to the requirements of the insurer selected by the Trustees to provide these benefits. Where medical evidence is required, cover for these benefits may be restricted or unavailable until satisfactory details have been received by the underwriters. You will be told if any limitations or special conditions apply to you. (ii) If you are temporarily absent from work the relevant provisions of Section 8 will apply. (iii) In certain circumstances, the amount of the benefit payable as a lump sum on deathinservice may need to be restricted due to Inland Revenue limits. Any part of the benefit which cannot be paid as a lump sum will, as far as possible, be used to provide a pension for your Spouse s/dependants. (iv) It may also be necessary in certain circumstances to limit the amount of your Spouse s/dependants pension to comply with Inland Revenue limits. Retirement Account If no spouse s or dependant s pension is payable, the lump sum life assurance benefit will also include the element of your Retirement Account which is attributable to your own contributions. 14 CAPGEMINI UK (2004) PENSION PLAN

15 Paying the benefit in this way allows it to be paid promptly and (normally) free of inheritance tax Death-in-Service after Normal Retirement Age If you die in service after your Normal Retirement Age, the value of the units held in your Retirement Account will be payable as a lump sum, subject to Inland Revenue limits. Note Cover for life assurance benefits will not continue beyond your Normal Retirement Age unless the Company notifies you otherwise (in which case the benefits on death-in-service at or before Normal Retirement Age will apply). Payment of Lump Sum Life Assurance Benefits on Death Lump sum death benefits may be paid by the Trustees, at their discretion, to any one or more of a wide class of beneficiary that includes your relatives, dependants, and persons who are beneficiaries under your will or your estate. Paying the benefit in this way allows it to be paid promptly and (normally) free of inheritance tax. You can notify the Trustees of the person or persons who you would like to receive the benefit, by completing a Beneficiary Nomination Form. This can be found on the Pensions Intranet site or obtained from The Pensions Team. However, you should note that for tax reasons the Trustees cannot be bound by your wishes. Your nominated beneficiaries may, but need not be, in one of the categories mentioned above. If your personal circumstances change and you wish to alter your nomination, please see the Pensions Intranet site or contact The Pensions Team for a new form to complete. Death Benefits from AVCs The full value of your AVCs will normally be paid as a lump sum, although the Trustees may use their discretion to provide a pension for your Dependant(s). ASPIRE INVESTMENT SECTION 15

16 8. Temporary Absence and Changes in Working Hours If you are on Maternity, Paternity or Adoption Leave from the Company, any period during which you receive statutory pay or earnings from the Company will count as Pensionable Service What happens if I am away from work because of illness or injury? Your membership of the Plan will continue for the period of absence and you and the Company will continue to pay contributions based on any income from the Company and payment from the Long Term Disability Scheme. What happens if I go on Maternity, Paternity or Adoption Leave? If you are on Maternity, Paternity or Adoption Leave from the Company, any period during which you receive statutory pay or earnings from the Company will count as Pensionable Service. During this time you must continue to pay contributions but these will be based on your actual earnings received during the period. The Company will maintain its contributions at the rate that was being paid immediately before you left, and will make up your contributions to the rate that you were paying immediately before you left. 16 CAPGEMINI UK (2004) PENSION PLAN

17 If you are absent from work for another reason with the Company's agreement, your lump sum death-in-service benefits will be maintained for up to one year During any period of unpaid maternity, paternity or adoption leave, you may on your return to work (and with the agreement of the Trustees and the Company) agree to make up any unpaid contributions and the Company will do likewise. If contributions are not paid, the period will be treated as non-pensionable. What happens if I am away from work for any other reason? If you are absent from work for another reason with the Company's agreement, your lump sum death-in-service benefits will be maintained for up to one year. Additionally, with Trustees and Company consent, on your return to work you may make up your contributions for the period that you were absent from work and the Company will do likewise. ASPIRE INVESTMENT SECTION 17

18 9. General Information The Plan is constituted by a Trust Deed and is administered in accordance with the Rules, by and on behalf of the Trustees Constitution The Plan is constituted by a Trust Deed and is administered in accordance with the Rules, by and on behalf of the Trustees. The Trust Deed and Rules is available for your inspection on request. Alternatively, a copy can be made available for your personal use, although a charge will be made to cover the actual cost of providing this service. This booklet contains an outline of the Plan, but the full provisions are set out in the Trust Deed and Rules. In the event of any doubt, the latter will prevail. Trustees Report and Accounts Details of the Trustees and their advisers, as well as the Plan s audited accounts, are published annually in the Trustees Report, a copy of which is available upon request. Inland Revenue Approval The Inland Revenue has approved the Plan under Chapter I Part XIV of the Income and Corporation Taxes Act One of the conditions of approval is that individual member benefits do not exceed Inland Revenue Limits. Title to Benefits All benefits under the Plan are personal and cannot be assigned or offered as security for a loan. Amendment or Termination While the Principal Employer intends to continue the Plan indefinitely, it reserves the right to amend or terminate the Plan at any time in accordance with the provisions of the Trust Deed and Rules. The Trustees and the Principal Employer also have the power to amend the Plan. You will be notified in writing of any changes which affect you. If the Plan is terminated, your Retirement Account will remain invested until such time as it is used to provide benefits for you and/or your dependant(s). Change of Address It is your responsibility to ensure that the Trustees are informed of any change in your address. This is particularly important if you leave the Plan before retirement, and also at retirement when benefits are due to be paid. If the Trustees do not have your correct address, they will not be able to make the appropriate payments. 18 CAPGEMINI UK (2004) PENSION PLAN

19 Members are entitled to see any data that is held in respect of them, unless in providing this data other parties data would be disclosed Data Protection Act 1998 The Data Protection Act 1998 and its predecessor, the Data Protection Act 1984, provide strict guidelines on how data should be collected, processed, disclosed and stored. These Acts cover the Plan because personal data (such as name, address, salary) is held in respect of each member. The Trustees are registered with the Data Protection Commissioner and declare that the personal data held in respect of members is used only for the purposes of calculating and providing members benefits and for the efficient running of the Plan. The processing of this data is carried out on behalf of the Trustees by the Plan s third party administrator and the Plan s advisers. Members are entitled to see any data that is held in respect of them, unless in providing this data other parties data would be disclosed. A charge may be made in some circumstances for the cost of supplying this information. Internal Dispute Resolution Procedure In accordance with the requirements of Section 50 of the Pensions Act 1995, the Trustees have implemented an Internal Disputes Resolution (IDR) procedure. The IDR procedure must normally be followed before the Pensions Ombudsman will accept a case. The procedure covers only disputes between the Trustees and any active, deferred or pensioner member, the spouse or dependant of a deceased member, prospective member or anyone who claims to be or to represent such a person. Disputes between the employer and members of the Plan are outside the IDR procedure. The IDR Procedure The procedure is in two stages. The first stage involves arbitration by a person appointed by the Trustees. The second stage involves direct reference to the Trustees. The Trustees have appointed the Group Pensions & Benefits Manager as arbitrator, from whom full details of the procedure and the appropriate forms for completion in the event of a complaint can be obtained. If you have a complaint about any aspect of the Plan, you (or your representative) can write to the Group Pensions & Benefits Manager at: The Pensions Team Capgemini UK plc No. 1 Forge End WOKING Surrey GU21 6DB continued >> ASPIRE INVESTMENT SECTION 19

20 After considering your appeal the Trustees must either confirm the earlier decision or replace it with a new decision Whenever you write, you must give your name, address, date of birth, National Insurance Number and full details of your complaint, together with as much background information as possible. The Trustees must ensure that you receive a written reply within 2 months following receipt of your complaint. The reply will state the decision that has been made in response to your complaint. If it is not possible to give you a full written reply within this 2 month period, you will be provided with an interim response stating the reason for the delay and giving the date by which a full response will be available. If you do not agree with the decision you should write to the Chairman of the Trustees, c/o The Pensions Team, requesting the decision to be reviewed by all the Trustees. You must do this within 6 months of the decision and you must send a copy of the decision, along with your name, address, date of birth and National Insurance Number, giving your reason(s) for disagreeing with the decision. After considering your appeal the Trustees must either confirm the earlier decision or replace it with a new decision. They must do this within 2 months of receiving your letter or provide you with a written interim response stating the reason for the delay and giving the date by which a full reply will be available. This written reply from the Trustees will also provide details of your right to take up your complaint with the Occupational Pensions Advisory Service (OPAS) and the Pensions Ombudsman, together with appropriate addresses at which they can be contacted if you disagree with the Trustees decision. Disclosure of Information As a member of the Plan you are entitled to receive certain information on its operation and financial security. Each year the Trustees will issue a summary report on the Plan including a summary of the accounts. That report also includes any other information on the previous year s events which the Trustees consider to be relevant. A copy of the report is available on the Pensions Intranet site or from The Pensions Team. A copy of the full Annual Trustees Report and Accounts is available on request. The following information will also automatically be given: An annual benefit statement setting out the level of benefits you and your dependants can expect to receive. The rights to which you are entitled if you leave service or leave the Plan before Normal Retirement Date. The rights and options available to your dependants or legal personal representatives in the event of your death. In addition, you are also entitled to receive the following information on written request: The benefits available if you exercise your right to transfer-in to the Plan any money in respect of your previous membership of another retirement benefits scheme. Details of the Cash Equivalent available in order to effect a transfer to another occupational scheme or an individual policy. 20 CAPGEMINI UK (2004) PENSION PLAN

21 State pensions and pensions from other sources are added to the Plan pension for tax purposes and tax on the total is usually deducted from the Plan pension Your rights to a net refund of contributions in the event that you leave service or leave the Plan without leaving the Company. A copy of the Trust Deed and Rules. Due to the size of this document a charge may be made. However, it may be viewed in-house free of charge. Taxation Pensions in payment are treated as earned income and subject to income tax under PAYE. State pensions and pensions from other sources are added to the Plan pension for tax purposes and tax on the total is usually deducted from the Plan pension. Lump sum benefits arising on death are normally tax free. Your contributions to the Plan receive full tax relief. They are deducted from salary and only the balance is treated as pay for tax purposes. In this way you receive tax relief automatically and you do not have to claim it. It does not, therefore, alter your tax code. The names of the Trustees (some of whom are nominated by the members rather than being appointed by the Principal Employer) and their advisers are published annually in the Trustees Report and Accounts, a copy of which is available on request. The Report includes a solvency statement by the Plan Actuary, audited accounts and information on the Plan investments. Pension Provision on Divorce Legislation now provides for a number of options which may be exercised by members and their ex-spouses in the event of divorce. The cost of administration will be borne by members and/or their ex-spouses, either by a direct charge or by a reduction in the value of the Retirement Account. Details will be provided when necessary by The Pensions Team. continued >> Trustees The assets of the Plan are kept entirely separate from those of the Company. The Trustees of the Plan are responsible for its administration and for the Plan investments. The Trustees have a duty to operate the Plan in accordance with the Trust Deed and Rules and with general legal requirements. This includes ensuring that the interests of members and beneficiaries are protected. The Trustees use the services of a number of specialists to assist and advise in the running of the Plan, as shown in the table. Plan Actuary Administrators Auditors Investment Managers Pension Consultants Solicitors Advises on the solvency of the fund and the level of contributions required to enable the benefits to be provided. Maintain members records, calculate benefits and arrange payment of benefits. Report annually on the Plan accounts. Invest the assets of the Plan. Advise the Trustees on legislative changes and developments in pensions practice. Advise the Trustees on legal matters. ASPIRE INVESTMENT SECTION 21

22 The Pensions Ombudsman is able to investigate and decide in cases where maladministration is alleged Other Sources of Advice or Assistance The Pensions Advisory Service (OPAS) The Pensions Advisory Service Limited ( OPAS ) operates primarily through the Citizens Advice Bureau network and provides advice and assistance to individuals on occupational and personal pension matters. OPAS offers a voluntary reconciliation service, enabling individuals and Trustees or managers of occupational or personal pension schemes to resolve grievances relating to pension matters which cannot be resolved directly by the parties concerned, and assist with any pension query they may have. If there is not a Citizens Advice Bureau locally, you may contact OPAS direct at: 11 Belgrave Road London SW1V 1RB Telephone: Pensions Ombudsman A Pensions Ombudsman has been appointed to oversee disputes between individuals and Trustees or managers of an occupational or personal pension scheme, which cannot otherwise be resolved. The Pensions Ombudsman is able to investigate and decide in cases where maladministration is alleged. The Pensions Ombudsman also deals with disputes of fact or law including the interpretation of the rules of the Plan. Any decision made will be legally binding on all parties concerned, except that an appeal on a point of law may be made to the High Court. The address of the Pensions Ombudsman is: 11 Belgrave Road London SW1V 1RB Telephone: CAPGEMINI UK (2004) PENSION PLAN

23 Opra is able to intervene in the running of pension schemes where Trustees, employers or professional advisers have failed in their duties Registrar of Pension Schemes The Plan is registered with the Registrar of Pension Schemes. This is a tracing' body and, although you can always contact the Plan through The Pensions Team, you may find this body useful for tracing previous schemes you have lost touch with. The address of the Registrar is: Opra (Pension Schemes Registry) PO Box 1NN Newcastle Upon Tyne NE99 1NN Telephone: Occupational Pensions Regulatory Authority (Opra) Opra is able to intervene in the running of pension schemes where Trustees, employers or professional advisers have failed in their duties. The address of Opra is: Opra Invicta House Trafalgar Place Trafalgar Street Brighton East Sussex BN1 4DW Tel: If you would like any further information, please contact in the first instance: Pensions Entegria on: Capgemini-aspire@entegria.com Address: Capgemini Aspire Pensions Team Entegria Limited Greyfriars Road Reading Berkshire RG1 1NN Other Contact Points: The Pensions Team Capgemini UK plc No. 1 Forge End Woking Surrey GU21 6DB ASPIRE INVESTMENT SECTION 23

24 10. Investment Fund Choices A wide range of investment funds are available, on a passively or actively managed basis, and you may choose either one fund or a combination of funds Investment Funds Passive Management or index tracking is a style of investment management designed to track the performance of a stock market index. The fund manager makes no judgement on how he or she thinks that a company s shares are likely to perform, but instead holds the same stocks (company shares) as those contained within a particular index, or holds a similar range designed to follow the performance of that index. Active Management is the process whereby investment managers actively pick individual stocks within different/ individual investment markets. The aim is to produce greater returns than the passively managed approach, but there is a higher risk level and greater volatility in individual years. This approach gives the investment manager greater freedom in deciding how to invest. The fund performance depends on the investment manager s judgement in stock selection. You are able to invest in any or all of the following funds: Lifestyle Unit-Linked Funds Passive Management The lifestyle approach invests on a passive (index-tracking) basis in funds managed by Legal & General. For most of your working life, your pension fund will be invested in equities, gradually switching into bonds and cash as you approach your Normal Retirement Age. The funds chosen for the lifestyle strategy are as follows: Global Equity Fixed Weights (60:40) Index Fund Over 15 Year Gilts Index Fund Cash Fund This is the option that will be chosen for you if you do not make a specific choice yourself. Unit-Linked Funds Passive Management Passive investment management (or index-tracking ) is expected to reproduce the performance of a specific stock market index. It will therefore represent the combined performance of all the companies listed within the index. The funds available are the same as those included under the lifestyle strategy with Legal & General. Unit-Linked Funds Active Management The aim is to produce greater gains than the passively managed (index-tracking) approach, but there is a higher risk level and greater volatility in individual years. However, this approach gives the investment manager greater freedom in deciding how to invest. The range of unit-linked funds available for investment are: Cash Pensions Fund UK Equity Index Fund (passive) UK Equity Fund Pacific Equity Fund North American Equity Fund Long Term Growth Fund International Equity Fund Index-Linked Bond Fund European Equity Fund Emerging Markets Equity Fund Japanese Equity Fund Global Equity (70:30) Fund Pensions Annuity Fund The manager offering the above range of funds is Fidelity Investments. 24 CAPGEMINI UK (2004) PENSION PLAN

25 For most of your working life, your pension fund will be invested in equities, gradually switching into bonds and cash as you approach your Normal Retirement Age With-Profits Fund These smooth investment returns over the longer term, providing a degree of protection against significant short-term market fluctuations. A with-profits fund is a relatively low risk investment effected through an insurance contract, in this case with Prudential. Investment Fund Options Lifestyle Unit-Linked Funds Passive Management This is the option that will be chosen for you if you do not make a specific choice yourself. With hindsight it would be possible to pinpoint when most advantageous to invest in equities, fixed interest, or cash. To predict the turning points, however, is extremely difficult and there is just as much risk in being too conservative as in being too aggressive. The objective of a lifestyle approach is to maximise expected investment returns in the earlier years of your working lifetime, by investing mainly in equities, and then to lock in these gains by gradually and automatically moving from a growth phase to a retirement income phase as you near retirement. The Trustees have decided that the lifestyle approach be invested on a passive (index tracking) basis in funds managed by Legal & General. For most of your working life your pension fund will be invested in equities, gradually switching into bonds and cash as you near your Normal Retirement Age (see table on following page). The funds chosen for the lifestyle strategy are as follows: Legal & General Global Equity Fixed Weights (60:40) Index Fund for long term growth, building up the value of your pension fund This fund invests in worldwide equity markets, 60% in the UK and 40% overseas. The fund is made up of Legal & General s passive funds for each region, and each is designed to track the performance of the regional index. Because it follows the rise and fall of each stock market, by investing in this fund there may be times when the value of your fund falls; but historically over the longer-term, equities have consistently out-performed other investments such as bonds and cash. Legal & General Over 15 Year Gilts Index Fund to protect the value of your pension fund as you near retirement This fund invests in UK government bonds. These are securities offered by the government which pay a fixed rate of interest over the period for which they are held, although their capital value changes with market conditions. They are a relatively low risk investment compared with equities and should be used to protect the value of your accumulated fund as you near retirement. They also offer a degree of protection against changes in annuity prices (an annuity is the policy purchased at retirement with the amount accumulated in your Retirement Account and which provides your monthly income). continued >> ASPIRE INVESTMENT SECTION 25

26 The objective of a lifestyle approach is to maximise expected investment returns in the earlier years of your working lifetime Legal & General Cash Fund to provide security of capital close to retirement This fund invests in cash deposits and other short-term investments, with competitive rates of interest, and is designed to protect the value of your accumulated fund immediately prior to retirement. Upon retirement (under current legislation) you can take part of your pension benefit as a tax-free cash sum, so it is appropriate that there is an element of cash exposure built-up in the years nearing retirement, in addition to the annuity protection. Unit-Linked Funds Passive Management Passive investment management (or index-tracking ) is expected to reproduce the performance of a specific stock market index. It will therefore represent the combined performance of all the companies listed within the index. The funds available are the same as those included under the lifestyle strategy with Legal & General. Unit-Linked Funds Active Management These funds provide full exposure to the performance of relevant markets where the performance of the underlying assets governs changes in the unit price. Active management is the traditional process whereby investment managers actively pick individual stocks within different investment markets, in conjunction with an active decision-taking process concerning the amount of assets to be invested in each asset class. The active investment funds chosen by the Trustees are managed by Fidelity Investments. Long Term Growth Pensions Fund The Long Term Growth Fund is a balance fund investing in a broad range of equity and bond markets, both in the UK and overseas, and some cash exposure. They are designed to capture the benefits of investing in stock markets, whilst diversifying through holdings in bonds and cash. Just over half of the fund is invested in UK companies, about one quarter in overseas companies, and the rest in bonds, property and cash. Objective To perform +1.0% to +1.5% p.a. ahead of the average managed fund, as measured by CAPS Limited, over three year periods. Years Prior to Normal Global Equities UK Bonds Cash Retirement Age more than 5 100% 5 85% 15% 4 70% 25% 5% 3 50% 40% 10% 2 25% 60% 15% 1 75% 25% 26 CAPGEMINI UK (2004) PLAN

27 Passive investment management (or index-tracking ) is expected to reproduce the performance of a specific stock market index Global Equity (70/30) Pensions Fund This fund invests in worldwide stock markets and has a small cash exposure. They are designed to capture the benefits of investing in the UK stock market, whilst diversifying through holdings in overseas companies. Just over two thirds of the fund is invested in UK companies, the rest in overseas companies with a small amount in cash. Objective To out perform a composite benchmark comprising 70.0% FTSE A All Share Index 30.0% The average overseas fund, as measured by CAPS Limited UK Equity Pensions Fund This fund invests in UK listed companies. These will include both large companies and smaller companies. Performance of the fund will vary according to the expectations of the future prospects for the UK economy at any particular stage, and the managers ability to pick those companies which will benefit accordingly. Objective To perform +1.0% to +1.5% p.a. ahead of the FTSE All Share Index over three year periods. International Equity Pensions Fund This fund invests in North American, European (excluding UK) and Asia Pacific (including Japanese) companies. It does not normally invest in UK companies but can be used as a useful means of diversification alongside a UK equity fund. Objective To perform +1.0% to +1.5% p.a. ahead of the average overseas fund, as measured by CAPS Limited, over three year periods. North American Equity Pensions Fund This fund invests in predominantly US companies and also has exposure to some Canadian listed companies. These will include both large companies and smaller companies. Performance of the fund will vary according to the expectations of the future prospects for the US (and Canadian) economy at any particular stage, and the managers ability to pick those companies which will benefit accordingly. Objective To perform +1.0% to +1.5% p.a. ahead of the S&P 500 Index over three year periods. continued >> ASPIRE INVESTMENT SECTION 27

28 The Long Term Growth Fund is a balance fund investing in a broad range of equity and bond markets, both in the UK and overseas, and some cash exposure Europe ex UK Equity Pensions Fund This fund invests in European (excluding UK) companies. These will include both large companies and smaller companies from across the European equity markets. Performance of the fund will vary according to the expectations of the future prospects for these economies at any particular stage, and the managers ability to pick those companies which will benefit accordingly. Objective To perform +1.0% to +1.5% p.a. ahead of the MSCI Europe (ex UK) Index over three year periods. Japanese Equity Pensions Fund This fund invests in Japanese companies. These will include both large companies and smaller companies. Performance of the fund will vary according to the expectations of the future prospects for the Japanese economy at any particular stage, and the managers ability to pick those companies which will benefit accordingly. Objective To perform +1.0% to +1.5% p.a. ahead of the TOPIX Index over three year periods. Pacific Equity Pensions Fund This fund invests in companies within the various markets in the Pacific Basin including Australia and New Zealand. These will include both large companies and smaller companies. Performance of the fund will vary according to the expectations of the future prospects for the Japanese economy at any particular stage, and the managers ability to pick those companies which will benefit accordingly. Objective To perform +1.0% to +1.5% p.a. ahead of the FTSE AW Asia Pacific (ex Japan, India & Pakistan) Index over three year periods. Emerging Markets Equity Pensions Fund This fund invests in companies within developing economies in Asia, Latin America and Europe, Middle East and Africa. Performance of the fund will vary according to the expectations of the future prospects for the individual economies at any particular stage, and the managers ability to pick those companies which will benefit accordingly. Objective To perform +1.0% to +1.5% p.a. ahead of the MSCI Emerging Markets Free Index over three year periods. 28 CAPGEMINI UK (2004) PENSION PLAN

29 A with-profits fund is a relatively low risk investment effected through an insurance contract Pension Annuity Fund This fund invests predominantly in UK gilts with some investment in corporate bonds. Performance of the fund will vary according to the expectations of the future prospects for the UK economies at any particular stage, and the managers ability to pick those bonds which will benefit accordingly. Objective To perform +1.0% to +1.5% p.a. ahead of the FTSE Over 15 Year Gilts Index over three year periods. Index Linked Bond Pensions Fund This fund invests in UK index-linked gilts. Performance of the fund will vary according to the expectations of the future prospects for the UK economies at any particular stage, and the managers ability to pick those bonds which will benefit accordingly. Objective To perform +1.0% to +1.5% p.a. ahead of the FTSE Over 5 Year Index-linked Gilts Index over three year periods. Cash Pensions Fund This fund invests in Sterling Cash deposits. Performance of the fund will vary according to the interest rates offered for the deposits at any particular stage for a given time period, and the managers ability to pick the best rates available. UK Equity Index Pensions Fund This fund invests in UK listed companies. These will include both large companies and smaller companies. Performance of the fund will vary according to the expectations of the future prospects for the UK economy at any particular stage. Objective To perform broadly in line with the FTSE All Share Index. Prudential With Profits Fund The Trustees have decided to offer the Prudential with-profits fund as an alternative option for members to invest in. Prudential offer returns for with-profits investors through a combination of reversionary bonus rates and terminal bonuses. Terminal bonuses are dependent on years within the fund and are not guaranteed. The terminal bonus is the top up that represents the excess earned after smoothing. The level of this bonus may be reviewed at any time to reflect changes in the value of the with-profits fund and to take in to account the recent performance of investment markets. continued >> Objective To outperform the 7 day LIBID (London Interbank Bid Rate). ASPIRE INVESTMENT SECTION 29

30 If you wish to let the Trustees make the investment decisions for you, both your own and the Company s contributions will automatically be invested in the lifestyle fund With-Profits Fund The smooth investment returns over the longer-term, providing a degree of protection against significant short-term market fluctuations. A with-profits fund is a relatively low risk investment effected through an insurance contract. The fund invests in a broad range of assets, similar to those in which balanced managed unit-linked funds are invested. Unlike unitised funds however, instead of giving a return on the investment directly related to the performance of the fund, returns are distributed by way of bonuses which are generally declared annually. Bonus structures vary with providers. It is not uncommon for the bonus to have two parts: the annual reversionary bonus which is guaranteed to the investor once declared, and the terminal or discretionary bonus which is added to the fund upon withdrawal. About Prudential Prudential Plc is one of the UK s largest life assurance organisations with in excess of 100 billion in assets under management. The company dates back to the mid 1800 s when The Prudential Mutual Assurance Investment and Loan Association was formed, becoming a PLC in The Group Pensions Business was established in Today, Prudential has operations in the UK, Europe, Asia and America. The investment management for UK and Europe is carried out by M&G, acquired by Prudential in M&G is a research-based organisation which believes value can be added through active portfolio management, recognising value as a function of both price and quality. The process focuses on identifying companies with a strong and sustainable franchise before looking at how these are reflected in the company share price. 30 CAPGEMINI UK (2004) PENSION PLAN

31 Each of the companies offering the above investment options, makes a charge for the investment management responsibilities carried out Any Combination of the Above Funds You have several options for the way in which your own and the Company s contributions can be invested. You can let the investment strategy be decided for you or you can decide on your own personal investment strategy. If you wish to let the Trustees make the investment decisions for you, both your own and the Company s contributions will automatically be invested in the lifestyle fund. Alternatively, you can elect to invest your own and the Company s contributions in any or all of the above investment vehicles. Investment Charges Each of the companies offering the above investment options, makes a charge for the investment management responsibilities carried out. These charges are automatically deducted from the unit prices calculated for each fund (or the fund value for the with-profits fund) and you do not need to pay anything separately. The charges will vary from fund to fund depending on the extent of the investment management responsibilities necessary to manage the fund. For example, they will be lower for the passively managed bond fund compared with the actively managed international equity funds. Details of these charges are given with other fund-related details on the web links to each investment management organisation and you should refer to these for details. The web links are available via the Pensions Intranet site. ASPIRE INVESTMENT SECTION 31

32 11. State Pension Scheme and Contracting-Out The Pensions Team can help you check your National Insurance records with the National Insurance Contributions Office State Scheme Pensions Your total pension from the State may comprise a number of elements, the main ones of which are: the Basic State Pension (BSP). This is subject to the payment of the requisite National Insurance contributions. If you are unsure whether or not you have a full entitlement, The Pensions Team can help you check your National Insurance records with the National Insurance Contributions Office, or you can complete and submit a Pensions Forecast Form, BR19, which is available from the Department for Work and Pensions (DWP), formerly the DSS the State Earnings Related Pension Scheme (SERPS) which was in force between 6 April 1978 and 5 April 2002 a pension from the State Second Pension (S2P), which was introduced from 6 April It is paid from State Pension Age in addition to the Basic State Pension, subject to payment of the requisite National Insurance contributions. It is related to your earnings between the Lower Earnings Limit (LEL) and the Upper Earnings Limit (UEL) throughout your working life. Contracting-Out of S2P The Plan is not contracted-out and is designed to provide benefits which are payable in addition to the benefits members will earn under the State schemes. Consequently, Active Members and the Company on their behalf, pay full-rate National Insurance contributions, part of which represents contributions to the State schemes. However, members can decide, on their own initiative, to contract-out of S2P via an appropriate personal pension. This means that you pay reduced National Insurance contributions and, in return, opt-out of S2P. The savings in National Insurance are then invested as Protected Rights in your chosen pension arrangement with an external provider. The benefits arising from these rights must be used to buy a pension for yourself at retirement (but no earlier than age 60) which must increase in line with Limited Price Indexation (LPI) i.e. at the rate of 5% or in line with Inflation if less. Upon your death the pension must continue at a rate of 50% to your spouse. However, the question of whether or not to contractout, is entirely a personal one. If you are in any doubt, you should seek the advice of an independent financial adviser. 32 CAPGEMINI UK (2004) PENSION PLAN

33 12. Protected Rights If you retire before age 60, benefits arising from the Protected Rights part of your Retirement Account have to be deferred until that age If you elect to transfer your pension benefits from the EDS Investment Plan this may include an element of Protected Rights as up until 5 April 2003 the EDS Investment Plan was contracted out of S2P. Protected Rights have certain conditions attaching to them and the benefits resulting therefrom. These are summarised below: Early Retirement Normal Retirement Age is 65. You can choose to retire at any time after age 50 or earlier if because of Incapacity. If you retire before age 60, benefits arising from the Protected Rights part of your Retirement Account have to be deferred until that age. Tax-free Cash Payment Protected Rights contributions cannot normally be taken in the form of cash. They must be used to buy a pension. Dependant s Pension on Death After Retirement Any part of your Retirement Account that represents Protected Rights must be used to buy an annuity that carries a 50% spouse s pension. Pension Increases For Protected Rights contributions made prior to 6 April 1997 your pension and the pension payable to your spouse must increase by the lower of 3% and Inflation. For Protected Rights contributions made between 6 April 1997 and 5 April 2003, your pension and the pension payable to your spouse must increase by the lower of 5% and Inflation. Death After Leaving the Plan but Before Retirement If you die after leaving the Plan but before starting to receive a pension from your Retirement Account, the Protected Rights part of your Retirement Account will be used to establish a pension for your spouse, increasing in payment. ASPIRE INVESTMENT SECTION 33

34 34 CAPGEMINI UK (2004) PENSION PLAN

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36 CAPGEMINI UK Design: Orbital 05/04 Capgemini UK plc No. 1 Forge End Woking Surrey GU21 6DB Tel.: Fax.: