2018 Employee Benefits Summary€¦ · 1. Paid holidays 2. Medical, dental, and life insurance 3....

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Laitram provides a benefits package that represents a significant portion of each employee’s1 total compensation. The cost of some benefits is paid wholly by Laitram, while employees share in the cost of others. Laitram’s benefit plans operate on a calendar year basis, and the choices you make will remain in effect throughout 2018 unless you have a qualified change in family status. If there is a conflict between the information in this summary and the official Plan Documents/Insurance Policies, the Plan Documents/Insurance Policies will control. Laitram reserves the right at any time to change or terminate these plans or the eligibility requirements under these plans. For more information on these benefits, including benefit forms, please visit the Human Resources SharePoint site or contact the Human Resources Department.

1 This summary of benefits is for Laitram employees employed in the United States. Revised 11 2017

2018

Employee

Benefits Summary

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TABLE OF CONTENTS BENEFITS ELIGIBILITY SUMMARY ........................................................................................................................... 1

MEDICAL AND DENTAL INSURANCE ....................................................................................................................... 2

MEDICAL INSURANCE ................................................................................................................................................. 2

DENTAL INSURANCE .................................................................................................................................................... 9

COBRA ............................................................................................................................................................................ 11

HIPAA ............................................................................................................................................................................. 11

HEALTH & WELLNESS CENTER ............................................................................................................................... 11

FITNESS & NUTRITION CENTER .............................................................................................................................. 11

SHORT-TERM DISABILITY......................................................................................................................................... 11

LONG-TERM DISABILITY........................................................................................................................................... 12

LIFE INSURANCE: BASIC/ACCIDENTAL DEATH & DISMEMBERMENT AND TRAVEL ACCIDENT .......... 13

LONG TERM CARE INSURANCE ............................................................................................................................... 13

LAITRAM EMPLOYEES’ INCENTIVE SAVINGS PLAN - 401(K) PLAN ............................................................... 13

FLEXIBLE (“CAFETERIA”) BENEFITS PLAN .......................................................................................................... 16

DIRECT DEPOSIT .......................................................................................................................................................... 16

TUITION REIMBURSEMENT ...................................................................................................................................... 16

EMPLOYEE ASSISTANCE PROGRAM (EAP) ........................................................................................................... 16

TIME OFF: HOLIDAYS PAID TIME OFF AND BEREAVEMENT LEAVE ............................................................. 17

HOLIDAYS ..................................................................................................................................................................... 17

PAID TIME OFF ("PTO") ............................................................................................................................................... 17

LEAVE OF ABSENCE /TIME OFF WITHOUT PAY .................................................................................................. 19

BEREAVEMENT LEAVE .............................................................................................................................................. 19

INCLEMENT WEATHER /EMERGENCY CLOSING ................................................................................................ 20

FAMILY AND MEDICAL LEAVE (“FMLA”) ............................................................................................................. 20

JURY DUTY ................................................................................................................................................................... 21

MILITARY LEAVE ........................................................................................................................................................ 21

PRESCRIPTION SAFETY EYEGLASS REIMBURSEMENT PROGRAM ................................................................ 22

SAFETY SHOE REIMBURSEMENT POLICY ............................................................................................................ 22

REFERRAL BONUS PROGRAM .................................................................................................................................. 22

FLU SHOTS .................................................................................................................................................................... 23

PARKING ........................................................................................................................................................................ 23

SOCIAL SECURITY....................................................................................................................................................... 23

WORKERS’ COMPENSATION .................................................................................................................................... 23

FEDERAL AND STATE UNEMPLOYMENT INSURANCE ...................................................................................... 23

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BENEFITS ELIGIBILITY SUMMARY Full-Time Employees - Employees working more than 37.5 hours per week Eligible For:

1. Paid holidays 2. Medical, dental, and life insurance 3. Short term and long term disability benefits 4. Long Term Care 5. Paid Time Off (“PTO”), eligible upon hire and accrued according to years of service and scheduled hours. 6. 401(k) Plan 7. Tuition reimbursement 8. Flexible Benefits Plan 9. Health & Wellness Center 10. Fitness & Nutrition Center 11. Referral bonus program

Part-Time Employees

CLASS I - Employees working 1-20 hours per week Eligible For:

1. Paid holidays on scheduled workdays (for the number of hours regularly worked on that day) 2. 40l(k) Plan 3. Health & Wellness Center 4. Fitness & Nutrition Center 5. Referral bonus program

CLASS II - Employees working 21-29 hours per week Eligible For:

1. Paid holidays on scheduled workdays (for the day) 2. Paid Time Off (“PTO”), eligible upon hire and accrued according to years of service and scheduled hours. 4. 401(k) Plan 5. Health & Wellness Center 6. Fitness & Nutrition Center 7. Referral bonus program

CLASS III - Employees working 30-37.5 hours per week Eligible For:

1. Paid holidays 2. Medical, dental, and life insurance 3. Short term and long term disability benefits 4. Long Term Care 5. Paid Time Off (“PTO”), eligible upon hire and accrued according to years of service and scheduled hours 6. 401(k) Plan 7. Tuition reimbursement 8. Flexible Benefits Plan 9. Health & Wellness Center 10. Fitness & Nutrition Center 11. Referral bonus program

Contract workers, independent contractors, temporary workers and leased workers are not eligible for benefits.

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MEDICAL AND DENTAL INSURANCE Laitram provides comprehensive medical and dental coverage for eligible employees and family members. Coverage, if elected, is effective on the employee’s 61st day of employment. Laitram pays a significant portion of the premium for this coverage, with the employee sharing in the cost. Basic and Enhanced options are available for the medical plan. The dental plan pays 100% of the reasonable and customary cost of preventive maintenance and partial payment for restorative services. Information regarding the medical and dental plans, as well as enrollment forms for each, are provided to all eligible new employees at the time of new employee orientation. Should you desire to enroll in either the medical or dental plans, you must do so by completing the enrollment forms and returning them to Human Resources. If you fail to do so in a timely manner, you will not be eligible to enroll in either plan until the next open enrollment period, which usually occurs in November of each year. The only exception to this is when life event occurs (such as the birth of a child). MEDICAL INSURANCE

2018 Medical Premium Schedule

Employee Incentive Requirement: Comprehensive Health Review (CHR) consisting of the following three (3) steps to be completed by October 31, 2018.

1. Health History and Risk Assessment questionnaire (annual update only for those that completed the questionnaire last year);

2. Biometric Screening; and 3. CHR health center visit which consists of a face to face meeting (or telephonic for out of town employees)

with one of our nurse practitioners (new hires and employees whose last name begins with A-L).

Spouse Incentive Requirement: (1) Health History and Risk Assessment (annual update only if you completed the assessment last year), (2) Biometric Screening, and (3) CHR visit with one of our nurse practitioners to be completed by October 31, 2018 (newly eligible and spouses whose last name begins with A-L).

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2018 BASIC PLAN SUMMARY OF PPO HDHP W/HRA BENEFITS On the chart below, you'll see what your plan pays for specific services. You may be responsible for a facility fee, clinic charge or similar fee or charge (in addition to any professional fees) if your office visit or service is provided at a location that qualifies as a hospital department or a satellite building of a hospital. If you enroll as an individual, the deductible and out-of-pocket maximums for the “Employee Only Plan” apply. If you enroll as a family, the deductible and out-of -pocket maximums for the “Family Plan” apply and can be satisfied by one or more of your family members. Laitram LLC Basic Plan

Benefit Network Out-of-Network General Provisions

Benefit Period(1) Contract Year Deductible (per benefit period)

Employee Only Employee +1

Family

$1,800 (HRA pays $800)

$2,600 (HRA pays $1,200) $3,400 (HRA pays $1,600)

Plan Pays – payment based on the plan allowance 80% after deductible 60% after deductible

Total Maximum Out-of-Pocket (includes deductible, coinsurance, copays and other qualified medical expenses, In Network only) Once met, plan pays 100% for the rest of the benefit period. (2)


Family

$3,500 (HRA pays $800) $4,900 (HRA pays $1,200) $6,300 (HRA pays $1,600)

Out-of-Pocket Maximums (Once met, plan pays 100% for the rest of the benefit period; Excludes deductible and amounts over UCR)


Family

$1,700 $2,300 $2,900

$3,200 $4,175 $5,150

Office/Clinic/Urgent Care Visits Retail Clinic Visits 80% after deductible 60% after deductible Primary Care Provider Office Visits 80% after deductible 60% after deductible Specialist Office Visits 80% after deductible 60% after deductible Urgent Care Center Visits 80% after deductible 60% after deductible Telemedicine (5) AmWell and Doctors on Demand 80% after deductible

Preventive Care Routine Adult

Physical exams 100% (deductible does not apply) 100% (deductible does not apply) Adult immunizations 100% (deductible does not apply) 100% (deductible does not apply) Colorectal cancer screening (age 40 and up) 100% (deductible does not apply) 100% (deductible does not apply) Routine gynecological exams, including a Pap Test 100% (deductible does not apply) 100% (deductible does not apply) Routine Hearing Screening (1 screening per benefit period)

100% (deductible does not apply) 100% (deductible does not apply)

Routine Comprehensive Eye Exam (1 exam per benefit period)

80% after deductible 60% after deductible

Routine Vision Screening (1 screening per benefit period) 80% after deductible 60% after deductible Mammograms, annual routine 100% (deductible does not apply) 100% (deductible does not apply) Diagnostic services and procedures 100% (deductible does not apply) 100% (deductible does not apply)

Routine Pediatric Physical exams 100% (deductible does not apply) 100% (deductible does not apply) Pediatric immunizations 100% (deductible does not apply) 100% (deductible does not apply) Diagnostic services and procedures 100% (deductible does not apply) 100% (deductible does not apply)

Hospital and Medical/Surgical Expenses (including maternity) Hospital Inpatient 80% after deductible 60% after deductible Hospital Outpatient 80% after deductible 60% after deductible Maternity (non-preventive facility & professional services)


Medical/Surgical (except office visits) 80% after deductible 60% after deductible Emergency Services

Emergency Room Services (4) 80% after deductible Ambulance 80% after deductible

Therapy and Rehabilitation Services

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Benefit Network Out-of-Network Physical Medicine 80% after deductible 60% after deductible

Limit: 52 visits per benefit period; 10 modalities per DOS per provider Occupational Therapy 80% after deductible 60% after deductible

Limit: 52 visits/ benefit period Speech Therapy 80% after deductible 60% after deductible

Limit: 52 visits/ benefit period Spinal Manipulations 80% after deductible 60% after deductible

Limit: 24 visits/benefit period Other Therapy Services (Cardiac Rehab, Infusion Therapy, Chemotherapy, Radiation Therapy, Respiratory Therapy and Dialysis)


Mental Health/Substance Abuse Inpatient 80% after deductible 60% after deductible Inpatient Detoxification/Rehabilitation Outpatient (includes ADD and ADHD) 80% after deductible 60% after deductible Autism 80% after deductible 60% after deductible

Other Services Allergy Extracts and Injections 80% after deductible 60% after deductible Assisted Fertilization Procedures Not Covered Dental Services Related to Accidental Injury 80% after deductible 60% after deductible Diagnostic Services

Advanced Imaging (MRI, CAT, PET scan, etc.) 80% after deductible 80% after deductible

Basic Diagnostic Services (standard imaging, diagnostic medical, lab/pathology, allergy testing)


Durable Medical Equipment, Orthotics and Prosthetics


Wigs 80% after deductible 60% after deductible Limit: $500 per benefit period due to hair loss from cancer treatment

Hearing Aid Exam (1 exam per benefit period) 80% after deductible 60% after deductible Home Health Care 80% after deductible 60% after deductible

Limit: 60 visits/ benefit period Hospice 80% after deductible 60% after deductible Infertility Counseling, Testing and Treatment(3) 80% after deductible 60% after deductible

Nicotine Cessation Programs

80% after deductible 60% after deductible Limit: Nicotine Laser Therapy; I treatment per benefit period

Private Duty Nursing 80% after deductible 60% after deductible Limit: 60 visits/ benefit period

Skilled Nursing Facility Care 80% after deductible 60% after deductible Limit: 60 days/ benefit period

Transplant Services 80% after deductible 60% after deductible Travel & Lodging Limit: $10,000 per transplant; $50 per day per person up to 2 people

Prescription Drugs Prescription Drug Deductible

Employee Employee +1 Family

Integrated with Medical Integrated with Medical Integrated with Medical

Premier Prescription Drug Program(5) (Defined by National Plus Pharmacy Network - Not Physician Network)

Retail Drugs

80% after medical deductible 90 day supply (specialty drugs 30 day supply)

Mail Order 80% after medical deductible

90 day supply

Questions? 1-866-283-3792 (1) Your group's benefit period is based on a Contract Year. The Contract Year is a consecutive 12-month period beginning on your employer's effective

date. Contact your employer to determine the effective date applicable to your program. (2) Effective with plan years beginning on or after January 1, 2016 the Network Total Maximum Out-of-Pocket as mandated by the federal government

must include deductible, coinsurance, copays, prescription drug and any qualified medical expenses. The Total Maximum Out-of-Pocket cannot be more than $6,550 for individual and $13,100 for two or more persons

(3) Treatment includes coverage for the correction of a physical or medical problem associated with infertility. Infertility drug therapy may or may not be covered depending on your group’s prescription drug program.

(4) BCBS Medical Management & Policy (MM&P) must be contacted prior to a planned inpatient admission or within 48 hours of an emergency or maternity-related inpatient admission. Be sure to verify that your provider is contacting MM&P for precertification. If not, you are responsible for contacting MM&P. If this does not occur and it is later determined that all or part of the inpatient stay was not medically necessary or appropriate, you will be responsible for payment of any costs not covered.

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(5) Services must be performed by a BCBS approved telemedicine provider.

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2018 ENHANCED PLAN SUMMARY OF PPO HDHP W/HRA BENEFITS On the chart below, you'll see what your plan pays for specific services. You may be responsible for a facility fee, clinic charge or similar fee or charge (in addition to any professional fees) if your office visit or service is provided at a location that qualifies as a hospital department or a satellite building of a hospital. If you enroll as an individual, the deductible and out-of-pocket maximums for the “Employee Only Plan” apply. If you enroll as a family, the deductible and out-of -pocket maximums for the “Family Plan” apply and can be satisfied by one or more of your family members. Laitram LLC Enhanced Plan

Benefit Network Out-of-Network General Provisions

Benefit Period(1) Contract Year Deductible (per benefit period)


Family

$1,600 (HRA pays $800)

$2,300 (HRA pays $1,200) $3,000 (HRA pays $1,600)

Plan Pays – payment based on the plan allowance 90% after deductible 70% after deductible Total Maximum Out-of-Pocket (includes deductible, coinsurance, copays and other qualified medical expenses, In Network only) Once met, plan pays 100% for the rest of the benefit period. (2)


Family

$2,500 (HRA pays $800) $3,400 (HRA pays $1,200) $4,300 (HRA pays $1,600)

Out-of-Pocket Maximums (Once met, plan pays 100% for the rest of the benefit period; Excludes deductible and amounts over UCR)


Family

$900 $1,100 $1,300

$1,900 $2,350 $2,800

Office/Clinic/Urgent Care Visits Retail Clinic Visits 90% after deductible 70% after deductible Primary Care Provider Office Visits 90% after deductible 70% after deductible Specialist Office Visits 90% after deductible 70% after deductible Urgent Care Center Visits 90% after deductible 70% after deductible Telemedicine (5) AmWell and Doctors on Demand 90% after deductible

Preventive Care Routine Adult

Physical exams 100% (deductible does not apply) 100% (deductible does not apply) Adult immunizations 100% (deductible does not apply) 100% (deductible does not apply) Colorectal cancer screening (age 40 and up) 100% (deductible does not apply) 100% (deductible does not apply) Routine gynecological exams, including a Pap Test 100% (deductible does not apply) 100% (deductible does not apply) Routine Hearing Screening (1 screening per benefit period)

100% (deductible does not apply) 100% (deductible does not apply)

Routine Comprehensive Eye Exam (1 exam per benefit period)


Routine Vision Screening (1 screening per benefit period) 90% after deductible 70% after deductible Mammograms, annual routine 100% (deductible does not apply) 100% (deductible does not apply) Diagnostic services and procedures 100% (deductible does not apply) 100% (deductible does not apply)

Routine Pediatric Physical exams 100% (deductible does not apply) 100% (deductible does not apply) Pediatric immunizations 100% (deductible does not apply) 100% (deductible does not apply) Diagnostic services and procedures 100% (deductible does not apply) 100% (deductible does not apply)

Hospital and Medical/Surgical Expenses (including maternity) Hospital Inpatient 90% after deductible 70% after deductible Hospital Outpatient 90% after deductible 70% after deductible Maternity (non-preventive facility & professional services)


Medical/Surgical (except office visits) 90% after deductible 70% after deductible Emergency Services

Emergency Room Services (4) 90% after deductible Ambulance 90% after deductible

Therapy and Rehabilitation Services

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Benefit Network Out-of-Network Physical Medicine 90% after deductible 70% after deductible

Limit: 52 visits per benefit period; 10 modalities per DOS per provider Occupational Therapy 90% after deductible 70% after deductible

Limit: 52 visits/ benefit period Speech Therapy 90% after deductible 70% after deductible

Limit: 52 visits/ benefit period Spinal Manipulations 90% after deductible 70% after deductible

Limit: 24 visits/benefit period Other Therapy Services (Cardiac Rehab, Infusion Therapy, Chemotherapy, Radiation Therapy, Respiratory Therapy and Dialysis)


Mental Health/Substance Abuse Inpatient 90% after deductible 70% after deductible Inpatient Detoxification/Rehabilitation Outpatient (includes ADD and ADHD) 90% after deductible 70% after deductible Autism 90% after deductible 70% after deductible

Other Services Allergy Extracts and Injections 90% after deductible 70% after deductible Assisted Fertilization Procedures Not Covered Dental Services Related to Accidental Injury 90% after deductible 70% after deductible Diagnostic Services

Advanced Imaging (MRI, CAT, PET scan, etc.) 90% after deductible 90% after deductible

Basic Diagnostic Services (standard imaging, diagnostic medical, lab/pathology, allergy testing) 90% after deductible 90% after deductible

Durable Medical Equipment, Orthotics and Prosthetics 90% after deductible 70% after deductible

Wigs 90% after deductible 70% after deductible Limit: $500 per benefit period due to hair loss from cancer treatment

Hearing Aid Exam (1 exam per benefit period) 90% after deductible 70% after deductible Home Health Care 90% after deductible 70% after deductible

Limit: 60 visits/ benefit period Hospice 90% after deductible 70% after deductible Infertility Counseling, Testing and Treatment(3) 90% after deductible 70% after deductible

Nicotine Cessation Programs

90% after deductible 70% after deductible Limit: Nicotine Laser Therapy; I treatment per benefit period

Private Duty Nursing 90% after deductible 70% after deductible Limit: 60 visits/ benefit period

Skilled Nursing Facility Care 90% after deductible 70% after deductible Limit: 60 days/ benefit period

Transplant Services 90% after deductible 70% after deductible Travel & Lodging Limit: $10,000 per transplant; $50 per day per person up to 2 people

Prescription Drugs Prescription Drug Deductible

Employee Employee +1 Family

Integrated with Medical Integrated with Medical Integrated with Medical

Premier Prescription Drug Program (Defined by National Plus Network - Not Physician Network)

Retail Drugs

90% after medical deductible 90 day supply (specialty drugs 30 day supply)

Mail Order 90% after medical deductible

90 day supply

Questions? 1-866-283-3792 (1) Your group's benefit period is based on a Contract Year. The Contract Year is a consecutive 12-month period beginning on your employer's effective

date. Contact your employer to determine the effective date applicable to your program. (2) Effective with plan years beginning on or after January 1, 2016 the Network Total Maximum Out-of-Pocket as mandated by the federal government

must include deductible, coinsurance, copays, prescription drug and any qualified medical expenses. The Total Maximum Out-of-Pocket cannot be more than $6,550 for individual and $13,100 for two or more persons

(3) Treatment includes coverage for the correction of a physical or medical problem associated with infertility. Infertility drug therapy may or may not be covered depending on your group’s prescription drug program.

(4) BCBS Medical Management & Policy (MM&P) must be contacted prior to a planned inpatient admission or within 48 hours of an emergency or maternity-related inpatient admission. Be sure to verify that your provider is contacting MM&P for precertification. If not, you are responsible for contacting MM&P. If this does not occur and it is later determined that all or part of the inpatient stay was not medically necessary or appropriate, you will be responsible for payment of any costs not covered.

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(5) Services must be performed by a BCBS approved telemedicine provider.

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DENTAL INSURANCE

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Laitram Dental Premiums for 2018

OPTION Per Pay Period Cost (26 Pay Periods) Employee Only $6.35 Family $27.37 Employee Married to Employee $19.01

Premiums are deducted pre-tax with 26 payroll deductions per year.

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COBRA The federal Consolidated Omnibus Budget Reconciliation Act (COBRA) gives employees and their qualified beneficiaries the opportunity to continue health insurance coverage under Laitram’s medical and dental plans when a “qualifying event” would otherwise result in the loss of insurance coverage. Common qualifying events are resignation, termination of employment, death of an employee, and reduction in an employee’s hours or leave of absence. Other qualifying events include an employee’s divorce or legal separation and a dependent child no longer meeting eligibility requirements. The employee or the employee’s qualified beneficiary is required to notify Laitram within 60 days of a divorce or legal separation or the date on which the employee’s child ceases to be a dependent under our medical and dental plans. Under COBRA, the employee or beneficiary pays the full cost of the insurance coverage at Laitram’s group rates, plus a 2% administrative fee. If and when you become eligible for continued coverage under COBRA, you will receive additional information.

HIPAA Laitram complies with the Health Insurance Portability and Accountability Act of 1996, as amended (HIPAA), as required.

HEALTH & WELLNESS CENTER Laitram provides an onsite Health & Wellness Center operated by Marathon Health and staffed by a medical office assistant and two licensed nurse practitioners. The nurse practitioners are trained in medical care, health coaching, and management of chronic diseases and operate under the guidance and supervision of a practicing physician. The Center is open to all Laitram employees as well as employee’s family members, age 6 and older (who are covered by the Laitram health plan). For employees and their dependents (over age 6) covered by the Laitram health plan, there is no charge for services and medicines received at the Center. External laboratory tests, medication prescriptions filled off-site, etc. will be processed through the health plan like any other medical bill. If a Laitram employee is not covered by the Laitram health plan, the cost is $20 plus any ancillary charges for items such as external laboratory tests. The $20 fee is inclusive of medications distributed at the Center and will be payroll deducted. Any other ancillary charges are the responsibility of the patient.

FITNESS & NUTRITION CENTER As part of our health and wellness program, Laitram provides an on-site Fitness & Nutrition Center managed by LifeStart, a leading provider of onsite preventive care strategies and wellness initiatives. The fitness center is open 24/7. Staffed with a registered dietician and fitness specialist, the fitness center offers state-of-the-art fitness machines, free weights, nutritional counseling and group exercise classes. An employee only benefit, Laitram employees are eligible for membership at a cost of $7.00 per pay period. Group exercise classes are offered at no additional cost. Individual or group training sessions are available at an additional cost.

SHORT-TERM DISABILITY Eligible employees on their 61st day of employment are covered by our Short-Term Disability Plan. The entire cost of this benefit is paid by Laitram. An eligible employee may apply for Short Term Disability if they are unable to work due to an extended illness or surgery. After meeting a 10 calendar day elimination period, upon approval, an employee is eligible to receive 100% of their base earnings for up

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to 170 days (medical verification required). A Short Term Disability application must be completed to apply for this benefit and can be obtained by contacting Human Resources.

LONG-TERM DISABILITY Laitram provides a Long-Term Disability (LTD) benefit plan to help eligible employees cope with an illness or injury that result in a long term absence from work. LTD is designed to ensure a continuing income for employees who are disabled and unable to work. Employees participate in the LTD plan subject to all terms and conditions of the agreement between Laitram and the LTD insurance carrier. The cost of this benefit is paid for by Laitram. Laitram provides both hourly and salaried employees up to 60% of predisability earnings (calculated on a monthly basis)2 if disabled for more than 6 months (medical verification required). The maximum monthly benefit is $15,000. Benefit payments are reduced by certain other sources of benefits or compensation, including Social Security. Assuming no other reason for termination of benefits, the Maximum Benefit Period is based on the employee's age, as set forth in the following table:

Age on Date of Your Disability

Benefit Period

Less than 60 To age 65 60 60 months 61 48 months 62 42 months 63 36 months 64 30 months 65 24 months 66 21 months 67 18 months 68 15 months

69 and over 12 months

2 Pre-disability earnings include an employee’s base salary (averaged over prior 12 months); commissions (averaged over prior 12 months); and incentives/bonuses (averaged over prior 36 months). Overtime is not counted in determining pre-disability earnings.

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LIFE INSURANCE: BASIC/ACCIDENTAL DEATH & DISMEMBERMENT AND TRAVEL ACCIDENT Basic Life Insurance/AD&D Insurance Eligible employees on their 61st day of employment are automatically covered by a Life/Accidental Death and Dismemberment Policy of term life insurance of two times your annual base salary,3 with a minimum benefit of $50,000 and a maximum benefit of $300,000. The policy amount is doubled in the event of an accidental death. Laitram pays the entire cost of this benefit. This policy also includes life insurance on your dependents: $10,000 for your spouse and $2,000 for each child under the age of 21 (or under 24 if your child is an enrolled full-time student and depends on you for 50% or more of his/her support).4 Travel Life Insurance This insurance covers the accidental death of a covered employee who is traveling or making a short stay (i) away from Laitram’s premises in the employee’s city of permanent assignment, (ii) while on business for Laitram and in the course of Laitram’s business; and (ii) the trip has been authorized by Laitram. All employees, under the age of 70, who are classified as exempt managerial, sales, supervisory, or professional employees of Laitram: coverage amount -- $200,000. All other employees of Laitram: coverage amount -- $100,000. Life insurance information and paperwork is provided to new employees at the time of new employee orientation. In order to ensure that decisions regarding beneficiary designations are accurately reflected, it is important that employees return completed paperwork to Human Resources at orientation. Voluntary Life Insurance In addition to the Basic Term Life provided by Laitram, you have the option to purchase Optional Term Life Insurance.

Optional Term Life Insurance Coverage Options

For You The lesser of 1 to 5 times your basic annual earnings or $600,000 in $10,000 increments

For Your Spouse $10,000 to $50,000 in $10,000 increments, up to 50% of your coverage amount

For Your Dependent Children* $10,000 ($500 from birth to 6 months) Child(ren)’s Eligibility: Dependent children ages from live birth to 21 years old, or 24 years old if a child is a full-time student, are eligible for coverage

LONG TERM CARE INSURANCE Eligible employees on their 61st day of employment are automatically covered by Long Term Care insurance providing a base benefit of $1,000 per month for up to 24 months provided by Laitram. This benefit includes coverage in a licensed nursing facility, an assisted living facility, Professional Home and Community Care, etc. Additional buy-up insurance is available during future open-enrollment periods.

LAITRAM EMPLOYEES’ INCENTIVE SAVINGS PLAN - 401(K) PLAN Laitram sponsors both a 401(k) tax deferred savings plan and an after-tax Roth 401(k). New employees 3 Base salary does not include commissions, bonuses, overtime pay, or any other extra compensation. Your amount of

Life/AD&D Insurance reduces to 65% when you reach age 65 and to 50% when you reach age 70. Your Life/AD&D Insurance terminates upon your termination.

4 The amount of dependent Life insurance for your child under 14 days of age is -0- and from 14 days but under 1 year of age is $500.

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become eligible to participate in the 401(k) Plan on the first day of the month following three (3) months of service. Tax Deferred 401(k) Because your contributions to the 401(k) are automatically deducted from your pay before federal and state withholdings are calculated, you save tax dollars now by having your current taxable income reduced. While the amounts deducted generally will be taxed when they are finally distributed, favorable tax rules typically apply to 401(k) distributions.

After-Tax Roth 401(k) Unlike the traditional, pre-tax 401(k), the Roth 401(k) allows you to contribute after-tax dollars, but then withdraw tax-free dollars from your account when you retire5. Because Roth contributions are under the same IRS limits as pre-tax contributions, each dollar of a Roth contribution reduces the amount that can be contributed pre-tax (and vice versa). Employee Contributions

• You can elect to make “before tax” contributions to the traditional 401(k) Plan or “after tax” contributions to the Roth 401(k) Plan or both. The amount of your contributions cannot exceed $18,500 in 2018. Your contributions are calculated and deducted from your compensation each pay period, including your bonuses, incentives, and any other special compensation payments.

• You first elect to make contributions when you enroll in the Plan. You can increase or decrease

your contributions, effective as of the first day of any pay period. If you elect to suspend your contributions, you can resume your contributions effective as of the first day of any succeeding calendar quarter. You can suspend and then resume your contributions only once each year.

Catch-Up Contributions If you will attain age 50 at any time during the year and you are making employee contributions, you may be eligible to make an additional “before tax” catch-up contribution. The amount of the catch-up contribution is determined annually by the Internal Revenue Service and is $6,000 in 2018. Catch-up contributions are not matched.

Rollover Contributions You can roll over all or any part of an eligible distribution you received from a prior employer’s qualified plan into the Plan. Rollover contributions must be payable to FIIOC as Trustee.

• You can make a rollover before you become a participant in the Plan, but you cannot otherwise participate in the Plan until you satisfy the Plan’s eligibility rules and conditions.

Laitram Contributions • Matching Contributions. Laitram matches your contributions to the Plan on a dollar-for-dollar

basis, up to 4% of your compensation. Contributions in excess of 4% of your compensation are not matched.

• Matching Contributions are calculated and made on a pay period basis. During or at the end of the

plan year, the Plan Administrator reviews these calculations and makes any “true up” contribution required to ensure that the amount of your matching contribution is correct.

5 In the event of either retirement or termination, your earnings can be withdrawn tax-free as long as it has been five tax years since your first Roth 401(k)

contribution and you are at least 59½ years old. In the event of death, beneficiaries may be able to receive distributions tax-free if the deceased started making Roth contributions more than five tax years prior to the distribution. In the event of disability, your earnings can be withdrawn tax-free if it has been five tax years from your first Roth 401(k) contribution.

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• Nondiscretionary Contributions. In addition to the matching contributions, Laitram also makes a “Nondiscretionary Contribution” to the Plan. The amount of this contribution equals the sum of (i) 3% of your total compensation, and (ii) 2.7% of your total compensation in excess of the Social Security wage base (which is $128,700 for 2018).

Example: Assume that your annual compensation is $50,000. The amount of Laitram’s Nondiscretionary Contribution to your account will be $1,500 (3% x $50,000). Example: Assume that your annual compensation is $130,000. The amount of Laitram’s Nondiscretionary Contribution to your account will be $4,210.50, determined as follows:

$130,000 x 3% = $3,900.00 ($130,000 - $128,700) x 2.7% = $35.10

$3,900.00 + $35.10 = $3,935.10

Nondiscretionary Contributions are determined annually, as of the last day of each year, and are contributed to the Plan soon after the end of each year. In calculating the amount of these contributions, only compensation earned while you are a participant in the Plan will be taken into account.

Allocation Conditions Different conditions apply to the allocation of each type of contribution:

• To receive Matching Contributions, you must make employee contributions; and • To receive Nondiscretionary Contributions, you must be eligible to participate and be actively

employed on the last day of the plan year (December 31st). Vesting

• Vesting. The term “vesting” refers to your nonforfeitable right to receive amounts allocated to your account. Your vested interest is determined as of the date on which your employment ends. You receive vesting credit for the number of years that you work; unless a special exclusion rule applies, you will receive credit for all periods of service with your employer and its predecessors. Your period of vesting service starts with your date of employment and ends on your date of termination. Only whole years of service are counted. For example, if you work 3 years and 10 months, you will receive credit for 3 years of service.

• Employee Contributions; Rollovers. You are always fully vested in your employee contributions and rollovers, including the earnings, gains, and losses allocated to these contributions.

• Nondiscretionary Contributions. You are fully vested in Laitram’s Nondiscretionary Contributions when you attain the normal retirement age (which is age 65), you die or become disabled, each while you are employed by Laitram. Otherwise, your nondiscretionary contributions will vest in accordance with the following schedule:

Years of Service Vested Percentage Less than 2 years 0% 2 years, but less than 3 years 25% 3 years, but less than 4 years 50% 4 years, but less than 5 years 75% 5 years or more 100%

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• Matching Contributions. You are always fully vested in matching contributions made for your benefit after January 1, 2004.

The vesting of matching contributions made before January 1, 2004, depends upon whether you are credited with an hour of service after December 31, 2001. If you are credited with at least one hour of service after that date, your matching contributions made before the Plan became a “safeharbor” plan (that is, before January 1, 2004) will vest like Nondiscretionary Contributions (see above). If you are not credited with an hour of service after December 31, 2001, your matching Contributions will vest in accordance with the schedule in effect at the time of your separation from service.

FLEXIBLE (“CAFETERIA”) BENEFITS PLAN Laitram offers all eligible employees a comprehensive Flexible Benefits Plan (or Section 125 Plan). This plan allows employees to save money by paying for non-reimbursed medical and dependent care expenses with pre-tax dollars. This plan also allows for an employee’s portion of medical and dental insurance premiums to be paid on a pre-tax basis. An employee’s portion of medical and dental insurance premiums is automatically paid with pre-tax dollars, unless the employee has elected not to participate in the Plan.

DIRECT DEPOSIT Your pay is deposited directly into a personal checking or savings account at any bank or savings and loan association of your choice

TUITION REIMBURSEMENT As part of our comprehensive benefits package, Laitram participates with our employees in a tuition reimbursement program for approved educational programs. The purpose of the program is to financially assist the employee in the cost of higher education; it is not meant to pay for such courses of study in full. The program requires that you pay the applicable tuition and fees; reimbursement of amounts paid by you, subject to the limitations set forth below, will be made upon your successful completion of the course(s). Successful completion means the course has been completed and you have earned a grade of C or better. Requirements: All full-time regular employees are eligible to apply for tuition reimbursement. Benefits of the Program: Laitram will reimburse an employee the actual tuition costs and fees (e.g. textbooks, lab fees) charged to the employee up to a maximum of $5,250 per year. Exclusions: The program will not reimburse tuition expenses or fees from a school that is not listed by the Council for Higher Education Accreditation (CHEA). In addition, the program will not pay for courses that are not approved prior to registration, nor for courses that are offered as part of a program that offers a degree for a set fee. Courses/Programs Covered: Courses that are job-related (will help you be more successful in your current job) are the focus of this program. Laitram will consider courses that are not directly job- related only if they are required courses in a degree curriculum, where the degree is clearly job-related. In this situation, you must provide Human Resources with a copy of your degree curriculum.

EMPLOYEE ASSISTANCE PROGRAM (EAP) The Employee Assistance Program provides free initial counseling by trained professionals. This program

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helps you and your family members address any number of problems (family, marital, financial, legal, substance abuse, etc.) that may affect your personal life or job performance. The Employee Assistance Program, which is strictly confidential, is designed to allow you or your family members to seek help on your own.

TIME OFF: HOLIDAYS, PAID TIME OFF AND BEREAVEMENT LEAVE

HOLIDAYS At the beginning of each calendar year, Laitram will publish a list of holidays to be observed during that year. Although holidays may vary from year to year, the typical observances are New Year’s Day, Martin Luther King, Jr. Day, Mardi Gras Day (Harahan-based employees), Good Friday, Memorial Day, Independence Day, Labor Day, Thanksgiving (two days), and Christmas (two days). In some departments, to be eligible for holiday pay, hourly employees must work the day before and the day after the holiday, unless you have an authorized absence. When business circumstances make it necessary, some departments may be working around-the-clock, 7 days per week. In this situation, these departments may not close down to observe holidays. Hourly and Salaried non-exempt employees who work on Company holidays due to business necessity will be paid for the time worked and will also receive holiday pay. Holiday pay will be considered actual hours worked for overtime purposes.

PAID TIME OFF ("PTO") Laitram recognizes that employees have diverse needs for time off from work. To help meet these needs, Laitram has established this Paid Time Off (“PTO”) program. PTO promotes flexibility with time off. Employees are accountable and responsible for managing their own PTO hours to allow for sufficient reserves if there is a need to cover vacation, illness, appointments, emergencies, or other situations that require time off from work. Laitram’s PTO program is not intended to limit any rights an employee may have under state or federal laws, such as the Family and Medical Leave Act (FMLA), which allows eligible employees to take up to twelve (12) weeks of unpaid leave for certain personal or family situations. Eligibility Employees working at least 21 hours per week are eligible to participate in the PTO program immediately upon hire. Contract workers, independent workers, temporary workers, leased workers, and employees working under 21 hours per week are not eligible to participate. Accrual of PTO Days PTO begins accruing from the employee’s first paycheck and can be used as soon as time accrues. Employees accrue PTO based on their years of service and scheduled hours (up to a maximum of 40 hours per week). For example:

Scheduled Hours* 0-5 Years of Service** 5+ Years of Service**

40 hours per week 6.17 hours per pay period (4 weeks per year)

7.70 hours per pay period (5 weeks per year)





*Maximum of 40 hours per week; **Length of service is calculated from your hire date.

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Employees do not accrue PTO time while on personal, short-term disability, long-term disability, FMLA or Workers’ Compensation leave. Use and Scheduling of PTO Employees are required to use available PTO when taking time off from work, with the exception of time off under Short Term Disability leave or continuous FMLA leave, where use of PTO time is optional. PTO may be taken in 30 minute increments. PTO should be recorded using the PTO pay code. Whenever possible, PTO should be scheduled in advance. PTO is subject to supervisory approval, department staffing needs, and established departmental procedures. Employees are required to follow the advance scheduling and notification procedures of their departments. Unscheduled absences will be monitored. Unscheduled absences should be recorded as “PTO Unplanned” for employees covered by No-Fault or Perfect Attendance programs, or as required by department policies. PTO is paid at the employee’s regular rate of pay. PTO is not included as hours worked for overtime purposes. If a designated Company holiday falls during PTO, that holiday will not be charged as PTO. For salaried exempt and salaried non-exempt employees, absences of 2 hours or less do not need to be recorded, unless required by department policy. If an employee has used all of his PTO and needs to be absent due to extenuating circumstances, the employee, with prior supervisor approval, may be permitted to take time off unpaid or go negative PTO up to 40 hours. Going negative should only be requested and will only be granted for extenuating circumstances and not on a recurring basis. Accrual Limits Employees may carry over accrued but unused PTO hours up to the following limits:

Length of Service* Maximum Accrual Limit

0 to 5 years of Service 240 hours (6 weeks)

5+ to 10 years of Service 480 hours (12 weeks)

10+ years of Service 480 hours plus 40 hours a year after the employee completes 10 years of service with a maximum accrual limit of 1,040 hours (26 weeks)

* Length of service is calculated from your hire date. Year-End Payout for Hourly Employees Each December, hourly employees will have the option to elect a year-end payout. Only hourly employees who have a minimum PTO balance greater than 40 hours at year-end will be eligible for the payout. The payout amount is the employee’s hours in excess of the 40 hour minimum, up to 80 hours. Employees can choose a payout of up to 40 or up to 80 hours, depending on their accrued balance. This payout will be made in January of the following year. Payment Upon Termination An employee will be paid accrued but unused PTO upon termination from the Company, whether voluntarily or involuntarily, based on the following schedule:

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Length of Service* Payment at Termination

0-12 Months Accrued but unused PTO up to a maximum of 40 hours (pro-rated for part-time employees)

12+ Months Current PTO balance up to the maximum accrual limits

* Length of service is calculated from your hire date.

LEAVE OF ABSENCE /TIME OFF WITHOUT PAY Eligible employees who have been employed by Laitram for 6 months or more may request a leave of absence without pay. If you want to be considered for a leave of absence without pay, you must complete an application for 1eave, which is available from Human Resources. Each request for a leave of absence will be considered individually on its merits. The factors to be considered in granting or denying the request include the purpose of the leave, the employee’s length of service and service record, and the effect upon the operation of the unit or department. If a leave of absence is granted (after approval of the Supervisor and Director of Human Resources), a definite date will be established for the expiration of the leave. If the employee does not return to work at the specified time, the employee may be terminated. Employees must use all accumulated PTO during leave. After all accumulated PTO is exhausted, the remainder of the leave will be unpaid. PTO does not accrue during a leave of absence.

BEREAVEMENT LEAVE Bereavement leave provides paid time off for employees to arrange for and attend the funeral services of an immediate or extended family member. Bereavement leave is paid independent of and is not deducted from an employee’s PTO bank.

• For the death of an immediate family member, an employee may take up to five (5) workdays off with pay. Immediate family members include an employee’s spouse, parents, siblings and children (including step-children).

• For the death of an extended family member, an employee may take up to 3 workdays off with pay. Extended family members include an employee’s grandparents and grandchildren, and their spouse’s parents, grandparents, or siblings.

• Leave to attend the funeral of a person who is not an immediate or extended family member should be recorded as PTO and will be subject to the terms of the attendance policy of the employee’s department.

• If additional time away from work is needed for bereavement or to handle other affairs (e.g. taking care of the deceased’s estate), this leave should be recorded as PTO and will be subject to the terms of the attendance policy of the employee’s department.

Employees who need to take bereavement leave should notify their supervisor immediately. Bereavement leave should be initiated and taken within seven (7) calendar days from the notice of the date of death. The Company may require verification of the need for the leave. Bereavement leave is paid at the employee’s base pay rate and does not include any other compensation such as incentives, commissions, bonuses, and overtime or shift differentials. Bereavement leave is not included in the calculation of overtime for non-exempt employees.

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INCLEMENT WEATHER /EMERGENCY CLOSING At times, emergencies such as severe weather, fire, power failures, etc. can disrupt Laitram operations. During these times, Laitram will make every effort to continue regular operations and maintain normal work hours. In some cases, however, circumstances may require the closing of a portion or all Laitram facilities. Although time off due to an emergency closing or inclement weather is unpaid, employees may utilize PTO as provided for in Laitram’s Inclement Weather Policy.

FAMILY AND MEDICAL LEAVE (“FMLA”) Under the Family and Medical Leave Act of 1993, an employee who has been employed for at least 12 months and has worked at least 1,250 hours of service during the 12-month period immediately preceding the commencement of the leave may be eligible for up to 12 weeks of unpaid leave, in a rolling 12-month period, for one or more of the following reasons:

1. For the birth and care of a newborn child; 2. For the placement of a child with the employee for adoption or foster care; 3. To care for a spouse, child or parent of the employee with a serious health condition; 4. Because of the employee’s serious health condition that renders the employee unable to perform

the essential functions of his or her job; or 5. Any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or

parent is a military member on covered active duty. 6. To care for a covered service member with a serious injury or illness if the employee is the

spouse, son, daughter, parent, or next of kin of the service member (military caregiver leave).

• Amount of Leave. If you are eligible for FMLA leave, you are allowed a maximum of 12 weeks of unpaid leave in any 12-month period. To determine whether you have reached this limit as of a given date, you must count the amount of family and medical leave taken during the 12 months preceding that date. However, where a husband and wife both work for Laitram, the two employees are limited to a combined total of 12 weeks of leave for the birth or placement of a child or to care for a seriously ill parent. FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeks of unpaid leave to care for a covered service member during a single 12 month period.

• Notification of Need for Leave. Employees must notify Human Resources at least 30 days in

advance of the date leave is to begin if the need for the leave is foreseeable. If the need for leave is not foreseeable, such as a medical emergency or changed circumstances, the employee must give as much advance notice as is practicable under the circumstances. Requests for leave must be submitted for each separate qualifying purpose, and must be renewed annually in the case of intermittent leave. Laitram may require an employee on leave to periodically report on the status and intention of the employee to return to work.

• If you are absent or take leave for an FMLA reason but you do not notify your Supervisor or

Human Resources of the reason for the leave prior to the absence or leave, you must do so within 5 days of returning to work after the conclusion of the absence or leave. If you fail to do so, your absence or leave will not be covered under the FMLA.

• Medical Certification. An employee requesting FMLA leave either to care for a child, spouse or

parent who has a serious health condition or because of the employee’s own serious health condition may be required to support the request for leave by submitting a Certification of Health Care Provider. Failure to submit a completed Certification of Health Care Provider may result in the employee’s request for FMLA leave to be delayed or denied. Subsequent re-certifications may be required as necessary.

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• Intermittent Leave. Employees taking leave because of their own or a relative’s serious health

condition can take their leave intermittently or in accordance with a reduced work schedule if medically necessary. Employees are required to consult with their supervisor to arrange a mutually acceptable schedule. Employees taking leave to care for a newly born or newly placed child do not have a right to take intermittent leave and can do so only with their supervisor’s consent.

• Benefits and Compensation. An employee’s benefits will continue while on FMLA leave, except

for PTO which will not accrue while on leave. An employee will be required to continue paying his share of the health/dental care premiums after payroll deduction ends.

• Employees must use any accrued PTO for intermittent FMLA leave. Employees may use, but are

not required to use, PTO during continuous FMLA leave. Workers’ compensation leave, short term disability leave, and any other medical leave of absence will run concurrently with and be counted against an employee’s 12 weeks of FMLA leave.

• Return to Work. On returning from an FMLA leave, employees are normally restored to their

original or an equivalent position. The only exceptions to this restoration procedure are for key employees who are notified of their status as a key employee when they first request FMLA leave. Key employees are reinstated to their former or an equivalent position only if their reinstatement does not cause Laitram substantial and grievous economic injury.

• More Information. For additional information on Laitram’s FMLA policy or to request an

application for FMLA leave, please contact Human Resources or refer to the Human Resources SharePoint site.

Extended leave Any employee who remains on a leave of absence for a period exceeding 6 months, regardless of the reason for the leave of absence, may be terminated and removed as an active employee from Laitram’s payroll, unless the employee qualifies for an accommodation under state or federal law. If an employee “returns to work” for less than one full week during the leave of absence, that time of service will not extend the 6-month period provided by this policy.

JURY DUTY Laitram recognizes your obligation to serve as a juror if called. If you receive a notice to report for jury duty, present the document to your Supervisor or Department Manager at the earliest possible date so that personnel coverage can be arranged during your absence. Employees selected for jury duty will be excused from work only for the time period they are detained while waiting for a case or while serving as a juror. Employees will be required to return to work if the case to which they are assigned is continued or if they are excused from jury service.

MILITARY LEAVE Laitram will comply with the Uniform Services Employment and Reemployment Rights (USERRA) and, when applicable, the Military Service Relief Act (MSRA), and applicable state laws pertaining to military leave. As the laws change, or as interpretations of the laws change, military leave benefits for covered employees may change accordingly. As military leave situations arise, employees should consult with their Supervisor and Human Resources for current and complete details regarding their military leave rights. Laitram’s Military Leave policy can also be found on the Human Resources SharePoint site.

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PRESCRIPTION SAFETY EYEGLASS REIMBURSEMENT PROGRAM This program is limited to employees who wear prescription glasses and who work in areas where safety glasses are required. Laitram will pay a portion of the cost of prescription safety glasses. The maximum reimbursement is $75.00. Employees are entitled to receive this reimbursement once every 3 years, or when their prescription changes drastically. St. Charles Vision and Wal-Mart stores administer the program. You must have an authorization slip and a written prescription that is less than 2 years old in order to participate. St. Charles Vision or Wal-Mart will fit you in a suitable frame and process the paperwork with the lab. When your safety glasses arrive, Laitram will be invoiced for the full cost of the glasses. Payment balances in excess of $75.00 will be payroll deducted. If you choose to purchase your prescription safety glasses at another vision care center, you will be expected to pay the entire cost. You can submit your receipt to accounting, and you will be reimbursed the cost up to a maximum of $75.00. Although the St. Charles Vision Centers and Wal-Mart administer the Laitram prescription safety eyewear program, you are not required to have your eyes examined at one of these Vision Centers. After you obtain your prescription from your vision care provider, you can take the prescription to any St. Charles Vision Center or any Wal-Mart to have the prescription filled. Employees having questions regarding vision care benefits should contact the Safety Department.

SAFETY SHOE REIMBURSEMENT POLICY Laitram subsidizes its employees for the purchase of safety shoes for those employees who work in areas where protective footwear is required. Each employee is entitled to receive a reimbursement of $55.00 per year or $110.00 every 2 years. For example, an employee can purchase a new pair of safety shoes on April 1, 2017, and receive a reimbursement of $55.00 or $110.00 toward the purchase of the shoes. If the employee elects to receive a reimbursement of $55.00, the employee would be entitled to receive their next reimbursement on April 1, 2018. However, if the employee elects to receive a reimbursement of $110.00, the employee would not be entitled to any reimbursement ($55.00 or $110.00) until April 1, 2019. If you have any questions concerning this policy, please see the administrative assistant in your area.

REFERRAL BONUS PROGRAM Total Bonus Amount: $1,500 Eligibility:

• Any Laitram employee can refer a new applicant for any open position, excluding temporary workers and interns, in the U.S. (regardless of the division) that has been posted or advertised by Laitram.

• Planning Committee Members, Upper Level Managers as determined by the Planning Committee, Hiring Managers/Supervisors and HR Recruiters are not eligible.

Payment of Bonus: The following amounts will be paid to you after the new employee has been in the position for:

• 3 months - $750 • 6 months - $750

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These bonus amounts are gross (pre-tax) amounts. The bonus checks that are distributed will reflect a net amount; that is, the gross amount, less taxes and other applicable deductions. Guidelines:

• New applicant must fill out a job application and go through Laitram’s HR Department. • All standard hiring process steps must be followed to be considered for the position. • The program does not apply to internal transfers between divisions or departments. • It is your responsibility, as the referring employee, to make sure that the new applicant properly fills

in the “How Did You Learn of the Job Opening” section on the job application. • If this section is incomplete, no referral bonus will be paid. • No “splitting” of a referral is allowed; there can be only one referring employee for each new

applicant. • The referral is valid for 6 months; the new applicant must have been hired within 6 months of

submittal of job application. • There is no limit to the number of new applicants that you can refer. • The program is subject to end at any time as the Company deems necessary. Bonuses will be paid

for new employees referred prior to the program’s termination. • In order to receive the bonus, both the referring employee and the referred employee must still be

employed by Laitram at the time the bonus is paid. • Information regarding the interviewing or hiring of applicants cannot be discussed with you. • The local HR Manager will determine any questions about eligibility, etc. under the program.

FLU SHOTS Laitram arranges for flu shots to be administered annually to employees on a voluntary basis. This benefit is dependent in part on the availability of the vaccine.

PARKING Employees may park for free at designated locations at Laitram’s premises in Harahan, Louisiana, subject to available parking spaces.

SOCIAL SECURITY Laitram matches on your behalf the contributions you make to Social Security and Medicare. At retirement, you are eligible to receive a monthly payment for life.

WORKERS’ COMPENSATION Laitram provides coverage for loss of income and medical expenses for an on-the-job accident.

FEDERAL AND STATE UNEMPLOYMENT INSURANCE This insurance paid by Laitram helps to fund the state and federal unemployment systems that make payments to those who are unable to find work.

2018 Employee Benefits Summary€¦ · 1. Paid holidays 2. Medical, dental, and life insurance 3....

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