Sample Retirement Plan Documents 401k Pension

Sample_Documents

DISCLAIMER: This is a sample template provided for informational purposes only. It does not constitute legal, tax, or financial advice. Organizations should consult their own legal and tax advisors and tailor this document to reflect their specific business needs, geographies, and applicable laws.

Document Header

Field	Value
Document Title	Retirement Plan Documents (401k, Pension) - <Company Name>
Document Type	Retirement Plan Documents (401k, Pension)
Category	Benefits & Wellness
Version	v<Version Number>
Effective Date	<Date>
Last Reviewed	<Date>
Next Review Due	<Date> (typically within 12 months of prior review)
Document Owner	Total Rewards (Primary) and HR Operations (Secondary)
Approved By	<Approver Title/Committee> on <Date>
Supersedes	v<Prior Version Number> dated <Date>
Document ID	<Document ID/Policy Number>
Applicable Entity	<Company Name> and participating affiliates in <Country> and <Additional Countries/Regions> as listed in Appendix

Purpose and Objectives

• Define the governance, design, and administration of <Company Name>’s retirement programs, including the 401(k) Plan and the Defined Benefit Pension Plan.
• Promote retirement readiness through automatic features, appropriate employer contributions, and diversified investment options.
• Ensure compliance with applicable laws in <Country> and relevant jurisdictions, including tax and employment regulations.
• Establish clear roles, responsibilities, procedures, and timelines for Total Rewards, HR Operations, Finance/Payroll, Legal, and vendor partners.
• Provide a framework for consistent implementation, equitable treatment of participants, and transparent communication.

Scope and Applicability

• This document applies to the retirement programs listed below and to all participating entities of <Company Name> in <Country> and any other jurisdictions specified by plan adoption agreements.
• The 401(k) Plan and the Pension Plan described here may be referred to collectively as the Plans.
• In scope
  • Plan governance, design parameters, and eligibility rules
  • Contributions, vesting, investments, loans, withdrawals, and distributions
  • Testing, compliance, reporting, and audit readiness
  • Vendor selection, implementation, and ongoing operations
  • Employee and manager communications and change management
• Out of scope
  • Non-qualified deferred compensation arrangements
  • Equity compensation plans
  • Retiree medical or other post-employment benefits
  • Country-specific plans outside <Country> unless explicitly included via an adoption agreement

Plan Overview

Plan	Legal Name	Plan Number	Employer Tax ID	Recordkeeper	Trustee/Custodian	Auditor
401(k) Plan	<Company Name> 401(k) Retirement Savings Plan	<Plan Number>	<Employer EIN/Tax ID>	<Vendor Name>	<Vendor Name>	<Audit Firm Name>
Pension Plan	<Company Name> Defined Benefit Pension Plan	<Plan Number>	<Employer EIN/Tax ID>	<Actuary/Vendor Name>	<Trustee/Custodian Name>	<Audit Firm Name>

401(k) Plan Snapshot (Customizable Example)

Feature	Standard	Example/Default
Eligibility	First of month after <Number> days of service	First of month after 30 days
Auto-Enrollment	Yes, opt-out	3% pre-tax deferral, escalating 1% annually to 6%
Employer Match	Up to <Percentage> based on deferral	100% of first 3% + 50% of next 2% (max 4% match)
Additional Employer Contribution	Discretionary nonelective or profit sharing	2% nonelective at year-end if eligible
Vesting	Employee: immediate; Match: graded or cliff	Match: 20% per year, fully vested at 5 years
Investments	Core lineup + target date QDIA	Target date funds as QDIA; rebalancing annually
Loans	Permitted with limits	Max 2 active; $1,000 min; up to 50% of vested balance, cap <Amount>
Withdrawals	Hardship, in-service at age 59½	Hardship per safe harbor; in-service at 59½, one per year

Pension Plan Snapshot (Customizable Example)

Feature	Standard	Example/Default
Eligibility	Attained age <Age> and service <Months/Years>	Age 21 and 1 YOS (1,000 hours)
Benefit Formula	Final average pay or cash balance	1.5% x Final Average Earnings x Credited Service
Early Retirement	Reduction factors apply	Unreduced at 62 with 30 YOS; otherwise actuarial reduction
Vesting	Cliff or graded	3-year cliff vesting
Form of Payment	Life annuity, joint & survivor, lump sum if available	Life annuity default; optional 50% J&S; lump sum if present value under <Amount>

Legal and Regulatory Framework

• Plans will be operated in accordance with applicable statutes and regulations in <Country> and relevant jurisdictions, including but not limited to tax qualification, fiduciary standards, and reporting requirements.
• Where a conflict exists between this document and governing plan documents, the plan document and applicable law control.
• This document should be read alongside the following:
  • Plan Document(s): <401k Plan Document Date>, <Pension Plan Document Date>
  • Summary Plan Descriptions (SPDs): <Date>
  • Investment Policy Statement (IPS): <Date>
  • Trust Agreement(s): <Date>
  • Adoption Agreements: <Date>
• Notices and disclosures (e.g., annual fee disclosure, QDIA notice, safe harbor notice) will be distributed per regulatory timelines in <Country>.

Roles and Responsibilities

Plan Sponsor (<Company Name>)

• Adopt, amend, and terminate the Plans.
• Appoint fiduciaries and service providers.
• Ensure adequate funding and budgeting for employer contributions and administrative fees.

Plan Administrator (<Title/Committee Name>)

• Oversee day-to-day plan administration and compliance.
• Approve qualified domestic relations orders (QDROs), hardship withdrawals, and complex cases.
• Maintain plan documents, SPDs, and operational procedures.

Investment Committee (<Committee Name>)

• Establish and maintain the IPS.
• Select, monitor, and replace investment options and QDIA.
• Review investment performance at least quarterly with <Vendor Name>.

Finance/Payroll

• Ensure accurate and timely payroll deductions, employer contributions, and funding.
• Reconcile contributions and resolve variances with <Vendor Name> within <Number> business days.
• Support annual audit and financial statement disclosures.

Total Rewards (Plan Design and Strategy)

• Propose plan design changes aligned to talent and financial objectives.
• Lead vendor RFPs, negotiations, and contracting with Legal and Procurement.
• Own employee communications strategy and change management.

HR Operations/Shared Services

• Manage enrollment, eligibility, and life event processes with the recordkeeper.
• Coordinate case management and escalations with <Vendor Name>.
• Maintain knowledge articles and manager toolkits.

Legal and Compliance

• Review plan amendments, SPDs, and communications for legal sufficiency.
• Monitor legislative changes and advise on necessary updates.
• Coordinate with outside counsel <Law Firm Name> as needed.

External Service Providers

• Recordkeeper: <Vendor Name>
  • Maintain participant accounts, website, call center, and statements.
  • Perform compliance testing and produce participant notices.
  • Provide daily valuation, exchange processing, and data security controls.
• Trustee/Custodian: <Vendor Name>
  • Hold plan assets in trust and execute trades.
• Auditor: <Audit Firm Name>
  • Conduct annual plan audit (if applicable) and issue audit opinion.
• Actuary (Pension): <Actuary Firm Name>
  • Certify funding requirements and valuation results.

Eligibility and Participation

401(k) Plan Eligibility

• Eligible employees: All regular employees of <Company Name> and participating affiliates, except:
  • Interns, temporary or seasonal employees with assignments under <Number> months
  • Leased employees or contractors under <Staffing Firm Name>
  • Union employees covered by a collective bargaining agreement unless the agreement provides for participation
• Waiting period: <Number> days of service from date of hire; entry on the first of the month following completion.
• Rehired employees: Prior vesting service restored; eligibility may be immediate if prior participation documented.
• Leaves of absence: Service credited per policy and applicable law.

Pension Plan Eligibility

• Eligible employees as defined in the Pension Plan document; typically all full-time employees hired before <Grandfather Date>.
• Employees hired on/after <Freeze Date> may not accrue benefits unless otherwise stated.
• Credited service and vesting service definitions per plan document and actuarial basis.

Enrollment and Automatic Features (401k)

• Auto-enrollment: Newly eligible employees are automatically enrolled at a default deferral rate of <Percentage> unless they opt out within <Number> days. Example default: 3% pre-tax.
• Auto-escalation: Deferral rate increases by <Percentage> annually on <Date/Month> up to a cap of <Percentage>. Example: +1% per year until 6%.
• Default investment (QDIA): Target date fund aligned with expected retirement age <Age> unless the participant selects otherwise.
• Enrollment channels: Online via <URL> or through <Vendor Name> call center at <Phone Number>.
• Required notices: Auto-enrollment and QDIA notices distributed at least <Number> days prior to first deferral.

Contributions

Employee Contributions (401k)

• Types
  • Pre-tax
  • Roth (after-tax)
  • Catch-up contributions for employees age <Age> or older
• Limits
  • Participants may contribute up to the annual IRS limit: <Amount> for the year <Year>.
  • Additional catch-up limit for eligible participants: <Amount> for the year <Year>.
• Elections and changes
  • Employees may start, stop, or change deferrals each pay period via <URL>.
  • Changes effective on the next administratively practicable payroll after submission.
• Payroll calculations
  • Deferral percentage applies to eligible compensation as defined in the plan (e.g., base pay, overtime, bonuses), subject to <Amount> annual compensation cap.
  • Exclusions from eligible compensation must be documented in payroll configuration.

Employer Contributions (401k)

• Matching contribution
  • Standard formula: <Percentage> match up to <Percentage> of eligible pay.
  • Example formula: 100% of the first 3% plus 50% of the next 2% of deferrals (maximum 4% match).
  • Match frequency: Each payroll with annual true-up to ensure participants receive full eligible match.
• Nonelective/profit sharing
  • Discretionary <Percentage> nonelective contribution to eligible participants who complete <Number> hours of service and are employed on the last day of the plan year unless otherwise specified.
  • Approved annually by <Committee Name> during Q1 for the prior plan year.

Pension Plan Accruals

• Defined benefit formula
  • Example final average pay: 1.5% x Final Average Earnings x Credited Service.
  • Final Average Earnings: average of highest <Number> consecutive years within the last <Number> years.
• Cash balance alternative (if applicable)
  • Pay credit of <Percentage> of eligible pay each year, plus interest credit at <Interest Index>.
• Accrual freezes or soft freezes must be documented with effective dates and participant communications.

Funding and Timing

• Employee deferrals and employer match deposited as soon as administratively practicable after payroll, generally within <Number> business days.
• Nonelective or profit-sharing contributions posted by <Date> for the prior plan year.
• Pension plan contributions funded per actuarial certification and regulatory timelines.

Vesting

401(k) Vesting

• Employee contributions (pre-tax, Roth, rollover): 100% immediately vested.
• Employer match vesting: either cliff vesting after <Number> years or graded vesting (e.g., 20% per year over 5 years). Example default: 20% per year, fully vested at 5 years.
• Nonelective/profit sharing vesting: <Vesting Schedule>.
• Forfeitures: Used to pay plan expenses and/or reduce employer contributions per plan document.

Pension Plan Vesting

• Cliff vesting after <Number> years of vesting service (e.g., 3 years).
• Service credit during approved leaves and military leave as required by law.
• Vesting service for rehires governed by break-in-service rules; prior service may be bridged per plan terms.

Investment Options and Policy

• Investment lineup includes:
  • Target date funds by vintage year
  • Core index funds (U.S. equity, international equity, fixed income)
  • Stable value or money market fund
  • Specialty options (REIT, small cap, emerging markets) as approved by the Investment Committee
• QDIA: Age-appropriate target date funds unless participant elects otherwise.
• Brokerage window (optional): Offered subject to additional fees and risk disclosure; not defaulted.
• Rebalancing: Participants may rebalance at any time; annual suggested reminder in <Month>.
• Investment Policy Statement governs selection, monitoring, and replacement criteria, including performance thresholds and watch list procedures.
• Blackout periods: May occur during vendor transitions or plan changes; required notices will be provided at least <Number> days in advance.

Loans and Withdrawals (401k)

Participant Loan Policy

• Eligibility: Active employees with vested balances of at least <Amount>.
• Limits: Minimum loan <Amount>; maximum of the lesser of 50% of vested balance or <Amount>; no more than <Number> active loans at a time.
• Terms: General-purpose loans up to <Number> years; principal residence loans up to <Number> years.
• Interest: Prime rate plus <Percentage>; interest paid to participant’s account.
• Repayment: Payroll deduction; direct pay available during unpaid leave.
• Defaults: Missed payments beyond grace period result in deemed distribution; tax and penalties may apply.
• Administration: Initiated via <URL> or <Vendor Name> call center; approval workflow with HR Operations for exceptions.

In-Service and Hardship Withdrawals

• In-service withdrawals permitted at age 59½ from employee and vested employer sources.
• Hardship withdrawals permitted for immediate and heavy financial need consistent with safe harbor categories, e.g.:
  • Medical expenses
  • Purchase of principal residence
  • Tuition and educational fees
  • Eviction or foreclosure prevention
  • Burial or funeral expenses
  • Repair of damage to principal residence
• Documentation requirements and self-certification procedures managed by <Vendor Name>.

Distributions and Termination of Employment

• On termination, participants may:
  • Leave balances in plan if ≥ <Amount>
  • Rollover to an IRA or another employer plan
  • Take a cash distribution (taxes and penalties may apply)
• Automatic cash-outs: Balances below <Amount> may be automatically paid out or rolled to a safe harbor IRA.
• Required minimum distributions: Commence by <Age> or retirement date, consistent with applicable law.

Pension Plan Benefits and Payments

• Normal retirement age: <Age> unless otherwise defined.
• Early retirement: Available from age <Age> with reduction factors per actuarial basis.
• Forms of payment:
  • Single life annuity (default if unmarried)
  • Joint and survivor annuity (e.g., 50% or 75% J&S) with spousal consent rules
  • Lump sum if actuarially permitted and under <Amount> present value
• Cost-of-living adjustments: Not standard unless expressly provided by the plan.

Fees, Expenses, and Transparency

• Administrative fees may be paid from plan assets, forfeitures, or the employer, as determined annually by <Committee Name>.
• Investment management fees are netted from fund returns; total expense ratios disclosed in fund fact sheets.
• Revenue sharing credits, if any, will be allocated per IPS and documented in quarterly reports.
• Annual fee disclosures and comparative charts distributed to participants per applicable timelines.
• Fee reasonableness assessed annually via benchmarking or RFP every <Number> years.

Compliance, Testing, and Reporting

• Annual nondiscrimination testing for the 401(k) Plan (e.g., ADP/ACP, coverage, top-heavy) coordinated by <Vendor Name> using payroll census data as of <Date>.
• Corrective actions (e.g., refunds, QNECs) executed within regulatory deadlines; communications provided to affected participants.
• Form 5500 (or jurisdictional equivalent) filed by <Date> with auditor’s report if required.
• Pension plan actuarial valuation and funding notice delivered per statutory deadlines.
• Internal audits performed by <Internal Audit Team Name> per risk-based schedule.

Data, Privacy, and Security

• Personally identifiable information will be shared with service providers strictly on a need-to-know basis under data processing agreements.
• File transmissions use encrypted secure channels and follow <Company Name> information security standards.
• Vendor SOC reports and penetration tests reviewed annually by Security and Total Rewards.

Implementation Guidelines

Vendor Selection and Contracting

1. Define requirements, service levels, and scope with Total Rewards, HR Ops, Payroll, Legal, and Procurement.
2. Issue RFP to <Number> shortlisted vendors; evaluate capabilities, fees, service model, cybersecurity, and participant experience.
3. Conduct finalist meetings and reference checks; negotiate fees and contract terms including performance guarantees.
4. Execute master services agreement, business associate/data processing agreement, and implementation statement of work.

Project Plan and Timeline

1. Kickoff with internal and vendor teams; agree on milestones, deliverables, and dependencies.
2. Configure plan design, eligibility rules, and payroll deduction codes in HRIS/payroll.
3. Build and test automated data interfaces (eligibility, payroll contributions, loans, distributions).
4. Migrate data from prior recordkeeper, conduct parallel payroll testing across <Number> cycles.
5. Finalize communications and notices; train HR Operations and the call center.
6. Go live on <Date>; monitor daily files and participant transactions; hold a 30/60/90-day post-implementation review.

Payroll and Data Integration Standards

• File layout: Use <Vendor Name> standard layout v<Number> or mutually agreed specification with field-level mapping and validation rules.
• Transmission frequency: Per-pay-period contribution files and daily eligibility files.
• Error handling: Reject/error thresholds, automated alerts to <Distribution List Email>, correction within <Number> business days.
• Reconciliation: Finance and HR Ops reconcile contributions to payroll registers within <Number> business days after funding.

Change Management and Controls

• All plan design changes require a change request, impact analysis, and approval by <Committee Name> before configuration.
• Production changes follow <Company Name> change control with documented testing and back-out plan.
• Maintain a control matrix covering key processes (e.g., eligibility, contributions, loans, distributions) with control owners and frequencies.

Ongoing Administration

Annual Calendar (Example)

Month/Quarter	Key Activities
January	Confirm employer contributions and nonelective decisions; distribute annual notices as applicable
Q1	Complete year-end true-up; initiate compliance testing; prepare audit PBC list
April	File returns as due; finalize audit fieldwork
Mid-year	Investment committee review; fee benchmarking; participant education campaign
Q3	Open enrollment readiness; update SPDs/notices if needed
Q4	Approve next-year design changes; finalize vendor SLAs; run blackout notices if required

Service Level Agreements (SLAs)

• Enrollment processing within <Number> business days.
• Contribution posting within <Number> business days of payroll receipt.
• Call center service level: <Percentage>% of calls answered within <Number> seconds; abandon rate under <Percentage>%.
• Standard case resolution within <Number> business days; escalations within <Number> hours.

Issue Management and Escalations

• Tier 1: <Vendor Name> participant services handles routine inquiries and transactions.
• Tier 2: HR Operations resolves eligibility and payroll-related issues; coordinates with Payroll and <Vendor Name>.
• Tier 3: Total Rewards, Legal, and the Plan Administrator address complex, fiduciary, or legal matters.
• Root cause analysis required for high-severity incidents with corrective action plans and executive summary.

Review and Approval Process

• Review cadence: Annual comprehensive review by Total Rewards and Investment Committee; interim updates as needed for law changes.
• Document changes:

1. Draft revisions by Total Rewards with Legal review.
2. Stakeholder review (HR Ops, Payroll, Finance, Security).
3. Approval by <Approver Title/Committee>.
4. Publish to policy repository and employee portal; archive prior version.

• Plan amendments: Formal adoption by Plan Sponsor; amendments attached to plan document with effective dates and summaries of material modifications.
• Audit trail: Maintain version history, approval records, and distribution logs.

Risk Management Considerations

• Fiduciary oversight documented via meeting minutes, investment reviews, and fee benchmarking.
• Cybersecurity controls validated for all vendors; incident response protocols established.
• Business continuity plans tested annually; backup funding procedures for missed payroll contributions.
• Monitor regulatory developments in <Country> and update the Plans accordingly.

Legal Disclaimers

• Participation in the Plans does not guarantee employment and may be modified or terminated at any time by <Company Name> subject to applicable law and plan documents.
• Investment returns are not guaranteed; participants bear investment risk except where explicitly guaranteed by an insurer or stable value contract.
• In the event of any inconsistency, the plan document and applicable law prevail over this summary.
• Tax consequences vary by individual; participants should consult their own tax advisors.

Metrics and Reporting

• Key performance indicators
  • Participation rate target: <Percentage>% of eligible employees
  • Average deferral rate target: <Percentage>%
  • Auto-escalation participation: <Percentage>%
  • Loan utilization rate cap: <Percentage>%
  • Call center service levels and NPS score: ≥ <Score>
• Quarterly reports from <Vendor Name> include participation, demographics, contribution rates, investment allocations, fees, and benchmark comparisons.
• Annual executive summary delivered to <Committee Name> with recommendations.

Glossary

• Auto-enrollment: Automatic enrollment of newly eligible employees at a preset deferral rate unless they opt out.
• Auto-escalation: Automatic annual increase of deferral rate up to a defined cap.
• Catch-up contributions: Additional contributions available to participants age <Age> or older up to an annual limit.
• Credited service: Service counted toward benefit accrual or vesting under the plan.
• Final Average Earnings: Average of earnings over a specified period used in pension calculations.
• Forfeitures: Unvested employer contributions forfeited upon termination used to pay expenses or reduce future employer contributions.
• QDIA: Qualified Default Investment Alternative; default fund used if a participant does not make an investment election.
• QDRO: Qualified Domestic Relations Order dividing plan benefits in a divorce or similar proceeding.
• SPD: Summary Plan Description provided to participants summarizing plan terms.
• True-up: Year-end process to ensure participants receive the full employer match for which they are eligible.
• Vesting: Ownership of employer contributions based on service.

Contacts and Resources

• Recordkeeper: <Vendor Name> at <Phone Number> and <URL>
• Trustee/Custodian: <Vendor Name> at <Phone Number>
• Pension Actuary: <Actuary Firm Name> at <Phone Number>
• Total Rewards: <Contact Email> and <Phone Number>
• HR Operations: <Contact Email> and <Phone Number>

Communication to Employees and Managers

Welcome to your retirement benefits at <Company Name>. We offer two key programs to help you build financial security for the future: the 401(k) Plan and, for eligible employees, the Defined Benefit Pension Plan. This section explains what these benefits mean for you, how to get started, and where to find help.

Your 401(k) Plan at a Glance

You can start saving for retirement through convenient payroll deductions. Most employees are automatically enrolled at a starting deferral rate of <Percentage> unless you opt out or choose a different rate. If you do nothing, your savings may automatically increase each year by <Percentage> until you reach a cap of <Percentage>. You can change your rate anytime at <URL> or by calling <Vendor Name> at <Phone Number>.

<Company Name> helps your savings grow faster with a matching contribution. For example, if you save 5% of your pay, the company may contribute up to 4% through a combination of match percentages. The actual formula for our match is listed in your enrollment materials. To get the full match, contribute at least the amount required to maximize it.

Your money is invested in funds you choose from a diversified lineup. If you prefer not to choose, you will be invested automatically in a target date fund designed for someone your age. You can change investments anytime. Investing involves risk; funds can go up or down in value.

Your own contributions are always 100% yours. Company contributions become yours over time based on a vesting schedule. If you leave <Company Name> before you are fully vested, the unvested portion of company contributions will be forfeited, but your own contributions (and any earnings on them) remain yours.

If you need to access money while still working, the plan may allow loans and certain withdrawals. Loans must be repaid through payroll deductions with interest paid back to your account. Hardship withdrawals are limited to specific situations and may have tax consequences.

About the Pension Plan

If you are covered by our Pension Plan, your benefit grows as you work and earn pay at <Company Name>. The plan provides a monthly income in retirement (or other payment options if available). Your pension benefit is based on a formula that considers your earnings and your credited service with the company. Pension benefits generally vest after you complete a certain number of years with the company.

If you leave before retirement, you may be able to receive your vested pension benefit at a later date or as a lump sum if the plan allows. Details for your situation are in your personalized pension statement or by contacting <Vendor Name> at <Phone Number>.

What You Can Do Today

1. Log in to <URL> to confirm your 401(k) contribution rate and investment choices.
2. Consider contributing enough to get the full company match.
3. Review the educational tools at <URL> to estimate your retirement readiness.
4. Name or update your beneficiary for both the 401(k) and the Pension Plan.
5. Set up alerts and update your contact information so you do not miss important notices.

Fees and Transparency

All investing involves fees. Fund expense ratios and any plan administrative fees are shown on <Vendor Name>’s website. We regularly review fees to keep them reasonable for the services provided.

Important Things to Remember

• You can change your 401(k) contribution rate and investments at any time.
• Your savings are portable. If you leave <Company Name>, you can usually leave your money in the plan, roll it over to another plan or IRA, or take a cash distribution (taxes and penalties may apply).
• Keep an eye on your statements and confirmations. Contact <Vendor Name> right away if something does not look right.
• For personalized guidance, talk with a financial advisor. The company and <Vendor Name> offer education, but we do not provide individual tax or legal advice.

Where to Get Help

• Enroll, change contributions, select investments: <URL> or call <Vendor Name> at <Phone Number>.
• Questions about eligibility, service, or payroll deductions: Contact HR Operations at <Contact Email>.
• Pension questions, including estimates and forms: Contact <Vendor Name> at <Phone Number>.

This summary is intended to help you understand your retirement benefits. The official plan documents and the law govern your rights to benefits. If there is any difference between this summary and the plan documents, the plan documents control.

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Document Information:

• Document Type: Retirement Plan Documents (401k, Pension)
• Category: Benefits & Wellness
• Generated: August 24, 2025
• Status: Sample Template
• Next Review: <Insert Review Date>

Usage Instructions:

1. Replace all text in angle brackets < > with your company-specific information
2. Review all sections for applicability to your organization
3. Customize content to reflect your company's policies and local regulations
4. Have legal and HR leadership review before implementation
5. Update document header with your company's version control information
6. At bottom of the document you find a short example on how the content could be communicated to end-users, for instance employees.

This sample document is provided for reference only and should be customized to meet your organization's specific needs and local legal requirements.