eFUNDS CORPORATION 401(k) EMPLOYEES' SAVINGS PLAN SUMMARY PLAN DESCRIPTION

November, 1 2002

INTRODUCTION

WHY CONTRIBUTE TO THE PLAN

YOUR CONTRIBUTIONS AND YOUR EMPLOYER CONTRIBUTIONS
Your Contributions
Matching Contributions
Profit Sharing Contributions
Eligibility for Matching Contributions
Rollover Contributions
Special Rules for Contributions

INVESTMENT OF ACCOUNTS
Individually Directed Investment
Accounts

VESTING
Importance of Vesting
Employee Savings Account
Automatic Full Vesting
Special Rules for Former Deluxe Plan
Participants
Vesting Based on Service
Forfeiture If Not Vested
Rehire After Termination of Employment

PAYMENT
In General
Payment to You
Payment to Your Beneficiary
Payment During Employment
Loans

CLAIMS PROCEDURES

PLAN AMENDMENT AND TERMINATION

WHO TO CONTACT: THE PLAN ADMINISTRATOR, PLAN SPONSOR, AND TRUSTEE
Plan Name
Plan Administrator
Plan Number
Plan Sponsor
Trustee

ADDITIONAL INFORMATION
Assignment of Account Prohibited
Fees and Expenses
Service of Legal Process
Type of Plan

USERRA

The Plan's official terms are in the Plan document entitled "eFunds Corporation 401(k) Employees' Savings Plan." The plan administrator will only use the official Plan document to administer the Plan and resolve any disputes. If there is a discrepancy between this Summary and the Plan document, the Plan document will control. A summary cannot give all the details, and the details may affect your benefits. You must read the Plan document to gain a
complete understanding of the Plan. If you have questions about the Plan, you should contact the Human Resources Department.

INTRODUCTION (back to top)
We all look forward to the day we can retire. We plan to take trips, have more time for hobbies, or pursue our dreams. The eFunds Corporation 401(k) Employees' Savings Plan can help you achieve your retirement goals. The Plan allows you to contribute a portion of your pay to an employee savings account. The Plan also allows your Employer to make matching contributions. You choose how to invest your contributions and the matching contributions. The following is a list of some terms used in this Summary:

• Accounts. Your contributions, your employer contributions, and other contributions (such as rollover contributions) are held in separate accounts within your account.
• Committee. The group of people who administer the Plan, unless the Employer has appointed someone else to administer the Plan.
• Employer. The "Employer" is eFunds Corporation or any affiliate company of Corporation that is a participating employer in the plan.
• Employer Contributions. The Employer will make matching contributions toward your retirement savings.
• Participant. You become a participant in the Plan once you satisfy the Plan's eligibility requirements. Vested. "Vested" refers to how much of the balance in your accounts that you own. For example, you own, or are "100% vested," in your contributions at all times.
• Year. The term "year" generally refers to a "Plan Year." A "Plan Year" is the 12-month calendar year.

Did you know? The summary uses a number of terms, such as "pay" and "year" in the place of more formal terms ("Eligible Pay" and "Plan Year") defined in the Plan document. We do this to make the Summary easier to read. The Plan document's defined terms, however, not the Summary's terms, are used to administer the Plan.

Example
Suppose you decide to receive $1,000 in pay rather than contribute it to the Plan. Also suppose you pay income tax at the 28% federal income tax rate and at a 5% state income tax rate. You will pay $330 of the $1,000 in income taxes. After deducting social security and Medicare taxes, your net take home pay would be approximately $593. In contrast, if you contribute the $1,000 to the Plan, only the social security and Medicare taxes are withheld. You will contribute $923 to your retirement savings. In addition to the advantages of pre-tax contributions and tax-deferred growth, you will be eligible to receive matching contributions. See the section on contributions for more details.

ELIGIBILITY (back to top)

Eligibility for New Employees
To become a participant you must be employed by eFunds (or an affiliate of eFunds who has adopted the Plan) in Recognized Employment and be a regular part-time or full-time employee (i.e., regularly scheduled to work 1,000 hours a year (specifically, "Hours of Service")). If you satisfy these requirements, you can begin contributing to the Plan immediately following your entry into Recognized Employment. (Note: Your payroll deductions will commence as of the first payroll period after your enrollment is processed.) If you are not regularly scheduled to work at least 1,000 hours a
year, you become eligible to make contributions after you complete at least one year of Eligibility Service (if you are then in Recognized Employment).

Eligibility for Rehired Employees
If you were previously a participant, you can enroll in the Plan again immediately after you are rehired and are in Recognized Employment.
Examples:

Hour of Service
In general, an "Hour of Service" means any hour for which the Employer pays you.

Eligibility Service
In general, a year of "Eligibility Service" means a year in which you work at least 1,000 hours (specifically, "Hours of Service").

Recognized Employment
The term "Recognized Employment" is defined in the Plan. In general, "Recognized Employment" means all persons classified by the Employer for personnel and payroll purposes as employees excluding, however, service classified by the Employer as:

1. employment under a collective bargaining agreement unless that agreement expressly provides for the employee's coverage;
2. employment as a nonresident alien;
3. employment in an Employer division or facility not in existence on January 1, 2001, unless the Committee designates such employees as eligible;
4. employment as a United States citizen or a United States resident alien outside the United States unless the Committee designates such employees as eligible;
5. service as a leased employee, leased owner, leased manager, shared employee, shared leased employee, temporary worker, independent contractor, contract worker, agency worker, freelance worker, or other similar classification; and
6. employment to the extent agreed in writing by the employee.

The Employer's classification of you at the time of inclusion or exclusion in Recognized Employment is conclusive. Any uncertainty regarding your classification will be resolved by excluding you from Recognized Employment. See the Plan for details.

YOUR CONTRIBUTIONS AND YOUR EMPLOYER CONTRIBUTIONS (back to top)

Your Contributions

How to Enroll or Change Your Election
You will elect to particpiate or waive participation when making your benefit elections via the electronic system. Once you have initialliy enrolled, you may change or terminate your "pre-tax" contributions by logging on to NetBenefits at www.401k.com or by calling the Fidelity Retirement Benefits Line at 1-800-890-4015. Your contribution is stated as a percentage of your pay. Effective November 1, 2002, if you earned eligible pay less than $85,000 during 2001, you may contribute up to 15% of your pay. If you earned eligible pay of $85,000 or more during 2001, you may contribute up to 10%
of your pay. These earnings limits change from time to time. The Employer will begin deducting your contributions as of the first payroll period after your enrollment is processed. You may change your contribution percentage or terminate your enrollment as of any subsequent payroll period. If you terminate your enrollment, you may begin contributing again as of any subsequent payroll period.

Catch-Up Contributions
Beginning in 2002, employees who are 50 (or older) or who will turn 50 in 2002 will be able to contribute an additional $1,000 pre-tax into their 401(k) during 2002. This catch-up contribution will be tracked separately and will not be matched by the Employer. You should go to www.401k.com to elect the amount of your catch-up contribution, and it is stated as a percentage of pay (from 1% to 10%). In order for your catch-up contributions to be properly applied, you must either contribute the maximum deferral allowed under the plan, or meet the IRS limit as described below. The maximum amount of the catch-up contribution is adjusted from time to time by the IRS.

Limits
Federal law has an annual limit (adjusted for cost of living) on the amount that you may contribute each year. The adjusted limit for 2002 is $11,000. This limit is reduced by the amount of any similar contributions you made to another employer's retirement plan.
Eligible Pay In general, "Eligible Pay" means all wages, salary, and other compensation (before income and social security withholding taxes) the Employer pays you. Eligible Pay includes the amounts that would have been paid to you if you had not enrolled in the Plan. Eligible Pay also generally includes "pre-tax" contributions to any other Employer retirement or "cafeteria" employee benefit plans. Eligible Pay does not include (1) reimbursements or other expense allowances, (2) third-party sick pay, income imputed from insurance coverage and premiums and employee discounts (including discounts on stock purchases), (3) payments for vacation or sick leave accrued but not taken, (4) moving expenses, and (5) deferred compensation. Pay in excess of $200,000 (as adjusted from time to time) is also excluded from Eligible Pay. See the Plan for details.

Matching Contributions
The Employer will make a matching contribution to the Plan each payroll period. The matching contribution will be based on the amount of your contributions. The matching contribution will be an amount equal to 100% of the first 5% of eligible pay you contribute for each eligible pay period. In other words, your Employer will match $1 for each $1 you contribute up to 5% of eligible pay. All matching contributions from your Employer are credited to your employer matching account.
Profit Sharing Contributions The Employer may also make "profit sharing" contributions to the Plan in an amount determined by eFunds. The Employer is not required to make a profit sharing contribution. Generally, the amount of contribution, if any, will depend on the profitability of the Employer in a given year. Your share will be the proportion that your eligible pay bears to the eligible pay of all qualifying participants.

Eligibility for Profit Sharing Contributions
To be eligible to receive a profit sharing contribution you must:

• be a participant during the year,
• make contributions totaling at least 3% of eligible pay for the year; and
• be an employee on the last day of the year (that is, on December 31)

However, if you die, become disabled, or retire at or after age 65 during the year, this last requirement will not apply. The profit sharing contribution will be allocated to your employer profit sharing account. Examples:

Example: Sarah enrolls to make employee contributions to the Plan on July 1, 2001. Assume the Employer determines that it will make a profit sharing contribution for 2001 on behalf of qualifying participants equal to 1% of eligible pay. If Sarah contributes 3% of her eligible pay for 2001 and is employed on the last day of the year, her share of the profit sharing contribution will be 1% of her eligible pay for the period beginning July 1, 2001, and ending December 31, 2001. If Sarah fails to make contributions totaling 3% of her eligible pay for 2001, she will not share in any profit sharing contribution for that year.

Example: Bob, a participant in the Plan, makes contributions totaling 3% of his eligible pay for 2001. If the Employer makes a profit sharing contribution for2001, Bob will share in the contribution if he is employed on the last day of the year. (If, however, his employment had ended during the year because of death, disability or retirement at or after age 65, he would have been entitled to share in the profit sharing contribution on the basis of his eligible pay earned during the year prior to termination.)

Rollover Contributions
If you are a participant and have received an eligible rollover distribution from another tax-qualified retirement plan, you may, under certain conditions, contribute (that is, "roll over") such distribution to the Plan's trust fund. Your rollover contribution will be credited to a separate rollover account, which is 100% vested.

Special Rules for Contributions
Benefit Limitations Required by Law. Under federal law, the maximum "annual addition" to your account for any Plan Year cannot exceed the lesser of 25% of your compensation or $35,000. "Annual addition" includes all your contributions, your employer contributions, and forfeitures credited to your accounts for the year. Special limits apply if you were a participant in another retirement plan for the same year.

Federal law also has an annual limit (adjusted for cost of living) on the amount of pay that may be considered for Plan purposes. The adjusted limit for 2002 is $200,000. If you exceed the annual limit for employee savings contributions, federal law permits you to request that any excess contribution be returned. Such a request must be filed with the Committee by March 1 of the following calendar year. Also, the Plan must meet a "deferral percentage" test under federal law. If this test is not met, some participants may be required to decrease the amount of employee savings contributions made to the Plan or have a portion of those contributions returned. If you are affected by this test, the Committee will contact you. In addition, the Plan must meet a "contribution percentage" test under federal law. If this test is not met, some employer contributions may be paid to certain participants. If you are affected by this test, the Committee will contact you.

Note: Any contributions returned will be adjusted for investment earnings or losses.

Top Heavy Provisions. If the Plan becomes "top heavy" as defined by federal tax laws, certain changes will become effective (such as different contribution rules and faster vesting). If that occurs and you are affected, you will be informed.

INVESTMENT OF ACCOUNTS (back to top)

You have the opportunity to invest your contributions and your employer contributions in several investment subfunds with particular financial goals. The Committee will supply information describing the subfunds and forms to make your investment selections.

Each participant will have separate accounts for bookkeeping purposes. For investment purposes, however, all accounts will be combined in a single trust fund. The Trustee will invest the trust fund into subfunds as directed by the Plan's participants. All accounts will be adjusted at least once a year to show their proportionate share of any gains or losses of the total trust fund. This means that the value of accounts at any time will depend both on the amount of contributions and on the investment performance of the trust fund. Administrative and investment expenses may be paid out of the trust fund.

The Plan is intended to constitute a plan described in § 404(c) of ERISA and Title 29 of the Code of Federal Regulations section 2550.404c-1. As a result, the trust fund has been divided into several investment subfunds with particular financial goals that you must choose among for the investment of your Accounts. You or your beneficiary, and not any plan fiduciary, will be responsible for any investment losses that result from your or your beneficiary's investment selections. As a participant or beneficiary, you will be given:

• a general description of the invstment objectives and risk and return characteristics of each subfund including information relating to the type and diversification of assets comprimising the subfund;
• information identifying the investment manager of each subfund;
• an explanation of how you or your beneficiary may give investment instructions and the limitations on the investment instructions that you or your beneficiary may give;
• an explanation of any transaction fees and expenses which affect your account balances in connection with purchases or sales of investments (e.g., commissions, sales loads, deferred sales charges, redemption or exchange fees); and
• the name, address and phone number of the plan administrator (and any person designated to act on behalf of the plan administrator) responsible for providing additional information, which the Plan is required to furnish on request.

Upon request to the plan administrator, the following additional information will be provided to you or your beneficiary about the subfunds:

a description of the annual operating expenses of each subfund (e.g., investment management fees, administrative fees, transaction costs) which reduces your rate of return;
copies of any prospectuses, financial statements and reports, and of any other materials relating to the subfunds to the extent such information is provided to the Plan;
a list of the assets comprising the portfolio of each investment subfund;
information concerning the current value of the subfunds as well as their past and current investment performance; and
information concerning the value of the shares or units of the subfunds held in your accounts.

Individually Directed InvestmentAccounts
The Committee may (but is not required to) allow you to create an individually directed investment account. If you create an individually directed investment account, you become responsible for the investments that are made for your account. The Trustee is completely relieved of any responsibility for making investments or counseling you regarding investments that you choose to make or choose not to make. When you have directed the Trustee to create a separate, individual investment account for you, the Trustee becomes merely a custodian of Plan assets belonging to your account.

To create and maintain a separate investment account, you must do two things. First, you must sign an authorization form. The form directs the Trustee to accept investment instructions from you or from an agent designated by you. Second, you must follow the investment transaction instructions furnished by the Trustee. Unless you direct the Trustee to create such an account, your account will be invested according to your most recent election on file as to particular investment subfunds.

If you choose to direct the investment of your own account, you will be charged some special fees. Because of these special fees, it may be unwise for individuals with smaller accounts to direct the investment of their accounts.

If you have any questions concerning the above information, please contact the Committee.

VESTING (back to top)

Importance of Vesting
When your employment ends for any reason, the Plan's vesting rules determine whether you will have the right to receive any portion of your employer matching account and your profit sharing account (that is, whether you are vested). The portion that is not vested will be lost as a "forfeiture". Note: A transfer from Recognized Employment to other employment with the Employer or an affiliate (including a foreign affiliate) is not considered a termination of employment.

Employee Savings Account
Your employee savings account is fully (100%) vested immediately. You will not lose any employee savings contributions if you leave employment.

Automatic Full Vesting
If, while still an employee, you reach "normal retirement age" (which is age 65), die or become disabled, you are automatically fully vested in your entire employer matching account and your profit sharing account. In general, "disabled" means totally and permanently disabled as determined by an approved medical doctor. Proof of disability for federal social security purposes may be acceptable in some cases.

Special Rules for Former Deluxe Plan Participants
The following special vesting rules apply to former participants in Deluxe Corporation's retirement plans who have account balances under this Plan that were transferred from Deluxe Corporation's plans. If you were formerly a participant in the Deluxe Corporation 401(k) Plan with three (3) or more years of vesting service under that plan as of January 1, 2001, you will be fully vested in your entire employer matching account as of the date your account balance from the Deluxe plan is transferred to this Plan. If you were formerly a participant in the Deluxe Corporation Profit Sharing Plan or the Deluxe Corporation Defined Contribution Pension Plan with three (3) or more years of vesting service under either of these plans as of January 1, 2001, you will
be fully vested in your entire profit sharing account as of the date your account balance from either of the Deluxe plans is transferred to this Plan.

Vesting Based on Service
If your employment ends for any other reason, your years of Vesting Service will determine your vesting:

Years of "Vesting Service" are the number of years you have been employed by the Employer (including employment before establishment of the Plan). Service in both Recognized Employment and non- Recognized Employment is counted.

Forfeiture If Not Vested
Any portion of your employer matching account and your profit sharing account that is not vested when your employment ends will be forfeited unless you return to employment before a specified time. The forfeited amount will be used to reduce future employer contributions.

Rehire After Termination of Employment
Effect on Present Accounts. If your employment ends and you are rehired later, your rights to the nonvested portion of your Employer atching Account and your 401(k) Profit Sharing Account accumulated before your employment ended will differ based on whether you do or do not have a period of severance of five years.

PAYMENT (back to top)

In General

Application Required
Payment of your vested accounts can be made when you terminate employment. To receive payment, you (or your beneficiary) must apply for payment.

Time of Payment
Payment of your vested accounts will be made as soon as administratively practicable following receipt and processing of your application for payment by the Trustee. Payment amounts are based on the value of your accounts as of the date the investments in your accounts are sold. Actual payment may be made several days after the investments in your accounts have been sold.

Automatic Payment If $5,000 or Less
If the balance of your accounts is $5,000 or less, a lump sum payment will be made to you or your beneficiary after your employment ends, whether or not you apply for payment.

Taxes
Payments are subject to income tax. If you take payment, federal income tax will be withheld unless you elect to directly roll your payment to either an IRA or another qualified plan. If you receive a payment before attaining age 59-1/2, you may be subject to a 10% penalty tax. We recommend that you or your beneficiary consult with a qualified tax adviser before requesting payment.

Minority, Incapacity, or Legal Disability
Special rules apply if the participant, beneficiary, or alternate payee entitled to a distribution is a minor, incapacitated, or under a legal disability. Contact the Committee for details.

Transfer of Employment
In the event that you transfer from Recognized Employment to employment with the Employer that is non-Recognized Employment or transfer to an affiliate that is not a participating Employer under the Plan (including any foreign affiliate), such transfer will not entitle
you to take a distribution from your account.

Payment to You
Form of Payment. Except as provided below, payment will be made in a lump sum. Note: If you are a former participant in the Deluxe Corporation Defined Contribution Pension Plan and you have a Deluxe Defined Contribution Pension Account under this Plan, payment from that account will be made in a lump sum or by the purchase and distribution of an annuity contract from an insurance company. These rules apply:

Automatic Payment at Required Beginning Date

If you have not applied for distribution of your accounts prior to the later of your "required beginning date," you will automatically receive minimum required payments from your accounts beginning no later than your required beginning date and each December 31 thereafter. If you are not a 5% owner of eFunds (as defined under federal tax laws), your "required beginning date" is the later of: (i) the April 1 following the calendar year in which you attain age 70-1/2, or (ii) the April 1 following the calendar year in which your employment ends. If you are a 5% owner, your required beginning date is the April 1 following the calendar year in which you attain age 70-1/2.

Payment to Your Beneficiary

Beneficiary Designation
If you die, your vested accounts will be paid to your designated beneficiary or beneficiaries. If you fail to designate a beneficiary, or if your beneficiary designation is not effective, the Plan provides for classes of automatic beneficiaries who will receive the payment(generally, specified family members or your estate).

Married Participants
If you are married at the time of your death, your spouse will have the right to receive your entire death benefit unless your spouse consents to another beneficiary. The consent of your spouse must be in a writing witnessed by a notary public and must acknowledge the effect of your designation of another beneficiary. Your spouse's consent can be given at the time you make a designation or any later time.

Note: If you are a former participant in the Deluxe Corporation Defined Contribution Pension Plan and you have a Deluxe Defined Contribution Pension Account under this Plan, special beneficiary rules apply to that account. As required by federal law, if: (a) you designate a Beneficiary as to your Deluxe Defined Contribution Pension Account before the January 1 of the year in which you reach age 35, and (b) you die on or after that January 1 while married, and (c) your Beneficiary designation names someone other than your spouse; then that designation is void and your spouse is your presumed Beneficiary of your Deluxe Defined Contribution Pension Account. If you want to name someone other than your spouse as Beneficiary, you must file a new Beneficiary designation with your spouse's consent.

Beneficiary Forms
We recommend that you file a beneficiary designation form and keep it up to date. To be valid, the Committee must receive your form during your lifetime. Contact the Committee for a form to change beneficiary designations. Note: A beneficiary entitled to a payment may disclaim all or any portion of his or her interest, subject to the rules of the Plan, within 180 days of the date of your death. Contact the Committee for details.

Form of Payment
Except as provided below, payment will be made in a lump sum. Note: If you are a former participant in the Deluxe Corporation Defined Contribution Pension Plan and you have a Deluxe Defined Contribution Pension Account under this Plan, payment from that account will be made in a lump sum or by the purchase and distribution of an annuity contract from an insurance company. These rules apply:

Payment During Employment

Payment Due to Hardship
In some situations, you may receive a hardship payment during employment from the vested portion of your vested accounts (not including earnings on your employee savings account or earnings on any transfer account holding pre-tax employee deferrals transferred to this Plan). Moreover, if you have a Deluxe Defined Contribution Pension Account under this Plan, hardship payments are not available from this account. Payments during employment will be made only if the payment is for:

Payment from Deluxe Profit Sharing Account at or after Age 50
If you are a former participant in the Deluxe Corporation Profit Sharing Plan and you have a Deluxe Profit Sharing Account under this Plan, you may receive payment from that account for any reason during employment after you have attained age 50. The value of your Deluxe Profit Sharing Account after any such payment must at least equal the amount of contributions allocated to it during the preceding two years. This limitation does not apply, however, if you have been a Participant five years or more (counting your participation under the Deluxe plan).

Loans
You may obtain a loan from your accounts under the Plan if you are actively employed by your Employer. The minimum loan amount is $1,000. The total amount of your loan may not exceed 50% of the amount of your accounts under the Plan or $50,000, whichever is less. You may not have more than one (1) loan outstanding.

You must complete such applications as are required by the Committee in connection with your loan. By accepting a loan, you automatically put a lien on your accounts under the Plan for the amount of the loan plus unpaid interest. The loan must be repaid within a specified period of time not to exceed five years. In addition, such loans must be repaid in substantially level amounts, including principal and interest, over the term of the loan. Payments must be made through monthly or more frequent payroll deductions. Prepayment of principal and interest is permitted only if the entire remaining balance due on the promissory note is paid in full.

The interest rate will be 1% over the prime rate of interest charged by large United States money center commercial banks on the last business day of the month prior to the month in which the loan is made. The interest you pay is credited to your accounts. For the purpose of sharing in any gains or losses of the trust fund, the amount of your accounts will be deemed to have beenreduced by the unpaid balance of any outstanding loans.

If you should die before your loan is paid in full, your loan will be terminated and the amount of the outstanding principal and unpaid interest will be offset against the assets in your accounts under the Plan.

If you terminate employment, you must repay the entire outstanding balance of your loan within 30 days following your termination of employment. Payment must be made by personal check, cashier's check, certified check or money order delivered to the Trustee. If you do not do so, your accounts under the Plan will be reduced by the amount of the loan which was unpaid, plus interest. This unpaid amount will be considered a withdrawal from the Plan and subject to all applicable tax obligations. Loans are subject to a number of rules. The Trustee can provide further information regarding the rules and the forms necessary to complete a loan.

CLAIMS PROCEDURES (back to top)

If you believe you are entitled to benefits, or you disagree with a decision regarding your benefits, you may file a claim with the Committee.

Making a Claim
You must file your written claim with the Committee. Within 90 days of the date you file your claim, you will receive either a decision or a notice describing the need for additional time (up to an 90 additional days) to reach a decision. You must include all the facts and arguments that you want considered during the claim and review procedure. If the Committee denies your claim, in whole or in part, you will receive a written notice specifying the reasons, the Plan provisions on which it is based, and it will also explain your right to request a review. If you do not receive a notice, you should assume the Committee denied your claim.

Time for Filing a Claim
You must file your claim within 1 year after the date you knew or reasonably should have known of the facts behind your claim. If you claim your investment directions or contribution elections were not properly followed, this 1-year period is shortened to 45 days.

Review of a Denied Claim
You may request a review of a denied claim. Your request must be in writing and must be delivered to the Committee within 60 days after the date you receive notice that your claim was denied. Your request for review may include issues and comments you want considered in
the review. You may examine pertinent plan documents. Within 60 days after you deliver your request for review, you will receive either a decision or a notice describing the need for additional time (up to 60 additional days) to reach a decision. The decision will be in writing and will specify the Plan provisions on which it is based.

Preservation of Rights
You must file your claim and follow the claim and review procedure before you can sue over your claim. If you do not, you will
give up legal rights.

In General
The Committee will make all decisions on claims and reviews. The Committee has the sole discretion, authority, and responsibility to decide all factual and legal questions under the Plan. This includes interpreting and construing the Plan and any ambiguous or unclear terms, and determining whether a claimant is eligible for benefits and the amount of the benefits, if any, a claimant is entitled to receive. The Committee may hold hearings, and reserves the right to delegate its authority to make decisions. The Committee may rely on any applicable statute of limitations as a basis to deny a claim. The Committee's decisions are conclusive and binding on all parties. If you do not receive a decision within the specified time, assume your claim was denied. You may, at your own expense, have an attorney or representative act on your behalf, but the Committee reserves the right to require a written authorization.

Limitations Period
If you file your claim within the required time, complete the entire claim and review procedure, and the Committee denies your claim, you may sue over your claim (unless you have executed a release on your claim). You must, however, commence that suit within 30 months after you knew or reasonably should have known of the facts behind your claim or, if earlier, within 6 months after the claim and review procedure is completed. The 30-month period is shortened to 19 months to the extent your claim is that your investment directions or your contribution elections were not properly followed.

Exhaustion of Administrative Remedies
Before commencing legal action to recover benefits, or to enforce or clarify rights, you must completely exhaust the Plan's claim and review procedures.

The Employer intends to continue the Plan indefinitely, but it has the right to amend and to terminate the Plan at any time and for any reason. No amendment or termination will reduce your vested account balance. In fact, if the Plan is terminated or partially terminated (affecting you) while you are employed, or if Employer contributions are permanently discontinued, you will be fully vested. In such an event, the Employer may decide to pay your vested account to you on any date after the termination or to follow the payment rules described in this Summary.

WHO TO CONTACT: THE PLAN ADMINISTRATOR, PLAN SPONSOR, AND TRUSTEE (back to top)

Plan Name
The official plan name is the "eFunds Corporation 401(k) Employees' Savings Plan."

Plan Administrator
The plan administrator is eFunds Corporation. To assist eFunds Corporation, the Plan provides for the appointment of a Committee. Communications to eFunds Corporation in its capacity as plan administrator of the Plan should be addressed to the Committee at:

eFunds Corporation
Attn: Retirement Plan Administrative Committee
8501 N. Scottsdale Road, Suite 300
Scottsdale, Arizona 85253
Telephone: 480-629-7765

You are responsible for ensuring the plan administrator has your current mailing address.

Plan Number
The plan number is 001.

Plan Sponsor
The plan sponsor is the Employer and its
federal taxpayer identification number
("EIN") is 39-1506286

Trustee
The Plan's trustee is:
Fidelity Management Trust Co
300 Puritan Way MM3H
Marlborough, MA 01752-3078

ADDITIONAL INFORMATION (back to top)

Assignment of Your Account
Creditors cannot reach your account (by garnishment or other process) while it is held in trust. Nor may you pledge or assign your account while it is held in trust. The Plan, however, must obey a court order that assigns part or all of your account to your spouse, former spouse, or dependents if the order is a qualified domestic relations order ("QDRO"). Contact the Committee for model QDRO language and to submit a QDRO. You can obtain, without charge, a copy of the procedures used to determine whether a domestic relations order is a QDRO from the plan administrator.

Fees and Expenses
Trustee fees and record keeping fees may be paid by the Plan. The expenses of investment subfunds, including commissions, investment management fees, and other transactional costs, are paid out of the subfund and reduce the subfund's rate of return. If you take out a loan, loan distribution and processing fees will be charged on your account. If you terminate employment and leave your account balance in the Plan, you may be charged an administrative fee.

Service of Legal Process
Service of legal process may be made on the corporate Secretary of eFunds Corporation (at the address above). Also, service of legal process may be made upon eFunds Corporation as plan administrator or upon the Trustee.

Type of Plan
The Plan is "tax-qualified" under the Internal Revenue Code as a defined contribution profit sharing plan that includes a Section 401(k) qualified cash or deferred arrangement. As a result, payments from the Plan may be entitled to special tax treatment. You are encouraged to seek tax advice from an expert. The Pension Benefit Guaranty Corporation does not insure the Plan because profit sharing plans are not eligible for such insurance. Rather, you are paid your vested account balance.

USERRA (back to top)

If you leave your employment to serve in the uniformed services and the Employer rehires you within a certain time, the Uniformed Services Employment and Reemployment Rights Act ("USERRA") provides you certain rights under the Plan. Contact the Committee for further information regarding these rights.

ERISA Rights
As a participant in the Rosemount Office Systems Inc. Profit Sharing Retirement Plan, you are entitled to certain rights and protections under the Employee Retirement Income Security Act of 1974 ("ERISA"). ERISA provides that all plan participants shall be entitled to:

Prudent Actions by Plan Fiduciaries
In addition to creating rights for plan participants, ERISA imposes duties upon the people who are responsible for the operation of the employee benefit plan. The people who operate your Plan, called "fiduciaries" of the Plan, have a duty to do so prudently and in the interest of you and other plan participants and beneficiaries. No one, including your employer, your union, or any other person, may fire you or otherwise discriminate against you in any way to prevent you from obtaining a pension benefit or exercising your rights under ERISA.

Enforce Your Rights
If your claim for a pension benefit is denied or ignored, in whole or in part, you have a right to know why this was done, to obtain copies of documents relating to the decision without charge, and to appeal any denial, all within certain time schedules. Under ERISA, there are steps you can take to enforce the above rights. For instance, if you request a copy of plan documents or the latest annual report from the plan and do not receive them within 30 days, you may file suit in a Federal court. In such a case, the court may require the plan administrator to provide the materials and pay you up to $110 a day until you receive the materials, unless the materials were not sent because of reasons beyond the control of the administrator. If you have a claim for benefits which is denied or ignore, in whole or in part, you may file suit in a state or Federal court. In addition, if you disagree with the Plan's decision or lack thereof concerning the qualified status of a domestic relations order, you may file suit in Federal court. If it should happen that plan fiduciaries misuse the Plan's money, or if you are discriminated against for asserting your rights, you may seek assistance from the U.S. Department of Labor, or you may file suit in a Federal court. The court will decide who should pay court costs and legal fees. If you are successful the court may order the person you have sued to pay these costs and fees. If you lose, the court may order you to pay these costs and fees, for example, if it finds your claim is frivolous.

Assistance with Your Questions
If you have any questions about your Plan, you should contact the plan administrator. If you have any questions about this statement or about your rights under ERISA, or if you need assistance in obtaining documents from the plan administrator, you should contact the nearest office of the Pension and Welfare Benefits Administration, U.S. Department of Labor, listed in your telephone directory or the Division of Technical Assistance and Inquiries, Pension and Welfare Benefits Administration, U.S. Department of Labor, 200 Constitution Avenue N.W., Washington, D.C. 20210. You may also obtain certain publications about your rights and responsibilities under ERISA by calling the publications hotline of the Pension and Welfare Benefits Administration.