Blount Open Enrollment Guideline

Blount Open Enrollment Guideline Enrollment dates: November 7 11, 2016 Benefits effective 01/01/2017 1. Medical Plan Options United Healthcare Plan A United Healthcare Plan B with Health Savings Account (HSA) Waive medical coverage 2. Dental Plan Options Delta Dental Waive dental coverage 3. Flexible Spending Accounts (FSA) Health Care Dependent Care 4. Disability (company provided) Short Term Disability Long Term Disability 5. Life Insurance and AD&D Insurance (company provided) 6. Optional Life Insurance Plans Employee Life Spouse Life Dependent Child Life Employee AD&D Spouse AD&D Child AD&D 7. Employee Assistance Program (company provided) 8. Blount 401(k) and Profit Sharing Plus Plan US 1

2017 Updates and Changes Please remember, Team Members who have funds remaining in a Health Flexible Spending Account ( FSA ) from 2016 have until March 15, 2017 to incur and submit expenses. Unused funds from 2016 will be forfeited if not used and submitted by March 15, 2017. For Team Members who currently utilize a FSA, who make the election to transition to United Healthcare Plan B in 2017, all FSA utilization and submission of claims must be completed by December 31, 2016. A Team Member may not have a FSA and Health Savings Account ( HSA ) at the same time, and United Healthcare Plan B automatically includes a HSA. If a Team Member does not exhaust FSA funds prior to December 31, 2016, April 1, 2017 is the effective date of accessibility to the HSA. Blount and Team Members Bi-Weekly Costs for United HealthCare Plans A and B have increased by 10.7% for 2017. The Bi-Weekly Cost for Delta Dental remains the same as 2016 costs. United Healthcare Plan B is designated as a Consumer Driven Health Plan (CDHP). As a CDHP, there will be a Health Savings Account (HSA) connected to it. Please consider contributing to the HSA with your pre-tax dollars. The company will be contributing dollars to the plan and the Team Member may also make pre-tax contributions to cover eligible medical expenses. The money deposited in a Health Savings Account belongs to the Team Member but must be used for medical and/or dental expenses. Effective January 1, 2017, the HSA accounts will be held at Optum Bank, transitioning from Wells Fargo. Optum Bank s connection with United Healthcare should result in better service level, as compared to 2016, when paying bills from the HSA. EyeMed is our vendor for Vision care, for those electing either of the United Healthcare Plans. As before, vision care premiums are included in the medical premium cost. In an effort to contain rising insurance costs, we are choosing a narrower prescription provider network. In 2017, United Healthcare ( UHC ) plans will no longer include the following retailers for initial and refilling of prescriptions: Safeway, CVS, Costco or Target. Prescriptions may be filled and re-filled through over 26 other locations, including the following: OptumRx (mail order service), City Market, Dillon Stores, Food Lion, Frys Food and Drug Stores, Walgreens, Smiths Food and Drug, Shopko Pharmacy, Rite Aid, Hy-Vee & Pharmacy and Walmart Stores. Open Enrollment is an opportunity for Team Members to make changes to healthcare benefit elections for 2017. After the Open Enrollment period, Team Members may only make changes if there is a Qualified Status Change during 2017. Please remember that Blount may only provide coverage to dependents meeting eligibility requirements. Eligible dependents include: legally married spouse; and, your or your spouse s child(ren) who are under age 26, including a natural child, stepchild, a legally adopted child, a child placed for adoption of a child for whom you or your spouse are the legal guardian. For any dependents added to coverage during the Open Enrollment period, Team Members will be required to provide, to Human Resources, documentation supporting eligibility by 11/30/2016. 2

Medical: Your 2017 Plan Options The online enrollment page lists your 2016 medical plan elections. For 2017, you may choose from the following medical plans: United Healthcare Plan A United Healthcare Plan B (Consumer Driven Health Plan - CDHP) Waive medical coverage Below is a brief overview of your medical plan options. PPO Plans PPO (Preferred Provider Organization) Plans are designed to generate cost savings for Team Members and the Company by contracting with networks of providers who offer their services at a predetermined discount price. In return for agreeing to discounted fees for their services, these providers are listed as providers of choice and Team Members are offered financial incentives to choose preferred provider, or in-network providers, over non-contracted (also known as out-of-network ) providers. Plan A and Plan B are administered by United Healthcare. Under the two plans, participants may receive care from innetwork or out-of-network providers. Participants receive higher benefit levels when they choose providers who are innetwork. Please see the information on pages 4 and 5 regarding Plan B. NOTE: With the election of any United Healthcare plan, the vision benefit vendor is EyeMed. In-network providers will bill EyeMed directly. Important: If a provider submits a claim for vision services through United Healthcare, it will be rejected and a Team Member will receive an Explanation of Benefits indicating vision care is not covered through United Healthcare. EyeMed Claim forms are available from Human Resources. Waive Medical Coverage A Team Member may elect to decline, or waive, medical coverage for 2017. If a Team Member elects to waive coverage for 2017, he or she will not have an opportunity to enroll in the plans for the entire year, unless the Team Member has a qualifying family status change. NOTE: Team Members may elect Dental and Optional Life insurance coverage, and waive medical coverage. 3

Consumer Driven Health Plan A Consumer Driven Health Plans ( CDHP ) is a plan which allows a Team Member to accumulate dollars to take care of present and future healthcare costs. It includes a Health Savings Account ( HSA ), and provides Team Members with a lower-premium health insurance coverage option and greater control of dollars spent. Plan B from United Healthcare is a CDHP. In choosing Plan B the Team Member will pay a lower premium each pay period. Once Plan B is selected, the Company will set up a Health Savings Account (HSA) with Optum Bank for the Team Member. A Team Member should consider the option of setting aside pre-tax dollars each pay period to be deposited to the HAS, in addition to the company contribution. The HSA funds may be used for qualified medical expenses, including s, physician fees, dental work and prescription drugs all tax free! The interest on the account grows tax-free. The Company makes an annual deposit of $500 to an HSA account for single coverage or $1,000 for Team Members electing coverage with any dependents. With the CDHP, all medical services, except preventative care, are subject to an annual before the health plan begins to pay. This means that instead of paying the copay, the Team Member will pay the total discounted amount for eligible medical expenses or prescription drug costs. Certain services, such as an annual physical, are considered preventive care and are completed at no charge. Once a Team Member meets the plan, the plan pays for eligible services at the specified coinsurance level as indicated on the chart, until the out-of-pocket maximum is reached. For Team Members electing Plan B with dependent(s), the total family must be met before the plan will pay the specified coinsurance amounts. Once the is reached, the Team Member would pay the coinsurance amounts as indicated on the chart. The HSA is the property of the Team Member. If the Team Member leaves the Company, that account and any associated funds go with the Team Member, but must be used for qualifying medical expenses. These expenses include medical, dental, vision and prescription drug expenses. The funds do not need to be spent within a certain time frame. Here are some examples: Example #1 Nancy Blount has single coverage under Plan B Nancy pays a premium of $25.55 each payday Nancy elects to set aside $50 pre-tax each payday to go into her HSA. The maximum she can contribute is $3,400 per year (including the company contribution) In her HSA she has $1,300 plus $500 from Blount for a total of $1,800 at the end of the year. During the year, Nancy gets her annual physical at no cost, sees the doctor twice for other medical issues at a cost of $360. In addition, she paid $200 in pharmacy costs. At the end of the year, she still has a balance in her HSA of $1,240. 4

Example #2 George Blount has family coverage under Plan B George pays a premium of $191.42 each payday George elects to set aside $150 pre-tax each payday to go into the HSA. The maximum that he can contribute is $6,750 per year (includes company contribution) In his HSA he has $3,900 plus $1,000 from Blount for a total of $4,900. At the end of the year with free annual exams for he and his family and 10 doctor visits at a cost of $3,500 and pharmacy cost of $300. His balance in the account is $1,100. The value of a HSA is in the funds saved for medical expenses in the future. It allows the Team Member to make informed choices about medical care. Having the HAS, a Team Member may contribute and build up funds for future medical expenses. Team Members who elect United Healthcare Plan B will not be eligible to participate in the Healthcare Flexible Spending Account ( FSA ) plan. 5

Plan Comparison Chart United Healthcare Plan A Features In-network Out-of-network CDHP In-network How the plan works United Healthcare Plan B CDHP Out-of-Network Annual Deductible $500/$1,000 $1,000/$2,000 $1,500/$3,000 $3,000/$6,000 Annual OOP max Individual Family $3,200 $7,400 $6,400 $12,8000 $4,000 $8,000 $8,000 $16,000 Lifetime Maximum Unlimited Unlimited Physician Office Visits $25 copay Specialist Office Visits $25 copay Tests, Lab, and X-ray CT, MRI, PET scans Outpatient surgery Hospital Stay 40% after & $250 copay Urgent Care Facility $25 copay 40% co-ins Emergency Room $100 copay and20% $100 copay and20% Services co-ins co-ins Transplant Services Skilled Nursing Durable Medical Equipment Outpatient Mental Health/Chemical Dependency Alternative Care (Spinal Manipulations/ Acupuncture) Retail Pharmacy (30-day supply) 20% co-ins $500,000 lifetime max 40% co-ins $500,000 lifetime max & $250 copay 60 days/yr $25 copay 40% co-ins 60% co-ins after 40% co-ins $500,000 lifetime max 60 days/yr Generic Preferred brand name Non-preferred brand name Mail Order (90-day supply) Generic Preferred brand name Non-preferred brand name $10 copay 25% to $50 maximum 40% to $100 maximum $15 copay 15% to $75 maximum 30% to $150 maximum Not covered Not Covered Not Covered Not Covered 6

Vision Care EyeMed Vision care for the UHC Plans A and B will be provided by EyeMed. The following table provides a summary of the vision plan benefits: EYEMED (vision coverage for UHC Plan Member Cost Out of Network Allowance Exam with Dilation as Necessary $10 Copay $45 Exam Options: Standard Contact Lens Fit and Follow-up Premium Contact Lens Fit and Follow-up Up to $55 10% off retail Frames $150 allowance, 20% off balance over $150 $90 Standard Plastic Lenses Single Vision Bifocal Trifocal Standard Progressive Lens Premium Progressive Lens $25 copay $25 copay $25 copay $90 $90, 80% of charge less $120 allowance $35 $50 $65 $70 $70 Lens Options: UV Treatment Tint (Solid and Gradient) Standard Plastic Scratch Coating Standard Polycarbonate (Adults) Standard Polycarbonate (Children under 19) Standard Anti-reflective Coating Polarized Other add-ons $15 $15 $0 $40 $0 $45 20% off retail price 20% off retail price $11 $28 Contact Lenses (Contact Lens Allowance Includes Materials Only) Conventional Disposable Medically Necessary $150 allowance, 15% off balance over $150 $150 allowance Paid in full $120 $120 $200 Laser Vision Correction Lasik or PRK from U.S. Laser Network 15% off retail, or 5% off promotional price Additional Pairs Benefit Members also receive a 40% discount off complete pair eyeglass purchases and a 15% discount off conventional contact lenses once the funded benefit has been used. 7

Dental: Your 2017 Plan Options The online enrollment page defaults to your 2016 dental plan elections. For 2017, you may choose from the following dental plans: Delta Dental Waive dental coverage Below is a brief overview of dental plan options. Delta Dental plan allows participants to choose any participating provider; benefits include diagnostic and preventive care, basic restoration, and major restoration services. If the dentist is a Preferred Provider, the cost will be slightly lower, allowing a Team Member s maximum Annual benefit to stretch further. If a Team Member, or covered dependent, has periodontal disease, up to four cleanings are allowed each year. The Plan Pays: Annual Deductible Maximum Annual Benefit Preventative Services Exams, x-rays, cleaning, fluoride Basic Restorative Services Fillings Simple Extractions Periodontics Treatment of gums Endodontics Root canals Oral Surgery Major extractions Major Restorative Services Crowns, inlays, bridges Prosthodontics Dentures Emergency Treatment Orthodontia Delta Dental Plan In-network/ Out-of-network $50 per person up to $150 family $2,000/per person 100% Deductible waived 80% after Plan pays 80% Plan pays 80% Plan pays 80% Plan pays 80% Plan pays 50% Plan pays 50% No separate charge normal benefit cost of service being performed. 50% up to $1500 lifetime maximum Waive Dental Coverage A Team Member may elect to decline, or waive, dental coverage for 2017. If a Team Member elects to waive coverage for 2017, he or she will not have an opportunity to enroll in the plans for the entire year, unless the Team Member has a qualifying family status change. NOTE: A Team Member may elect Medical and Optional Life insurance coverage, and waive dental coverage. 8

Health Care Rates: Your 2017 Team Member Contributions 2017 Pre-tax Contributions for Medical and Dental Plan Options (per pay period) United Healthcare Plan A Coverage level Total Bi-weekly Cost Blount s Bi-weekly Cost Your Bi-weekly Cost Employee Only 320.32 256.26 64.06* Employee & Spouse 640.02 480.05 $159.97* Employee & Family $960.29 $704.24 $256.05* Employee & Child(ren) 577.06 $435.98 $141.08* United Healthcare Plan B - CDHP Coverage level Total Bi-weekly Cost Blount s Bi-weekly Cost Your Bi-weekly Cost Employee Only $276.85 $251.02 $25.54* Employee & Spouse $552.94 $444.54 $108.4* Employee & Family $829.66 $638.24 $191.42* Employee & Child(ren) $498.63 $406.52 $92.11* Delta Dental Coverage level Total Bi-Weekly Cost Blount s Bi-weekly Cost Your Bi-weekly Cost Employee Only $19.00 $14.44 $4.56* Employee & Spouse $38.00 $26.60 $11.40* Employee & Family $57.00 $38.76 $18.24* Employee & Child(ren) $34.19 $24.16 $10.03* * An additional $50 per month ($23.08 per pay period), per person will be added to your premium deduction if you and/ or your spouse smoke, use tobacco or E-Cigarettes. 9

Additional Benefits: Your 2017 Plan Options Flexible Spending Accounts ( FSA ) Flexible Spending Accounts ( FSA ) are special accounts which allow Team Members to pay for certain expenses with pretax dollars. Blount offers two types of FSAs the Health Care FSA and the Dependent Care FSA to allow Team Members set aside funds on a pre-tax basis to pay for eligible health care and dependent care expenses. The Health Care FSA may assist in paying for eligible health care expenses not covered under the health care plans, including s, co-payments, contact lenses, chiropractic visits above the plan limit, etc. The Dependent Care FSA may assist in paying for eligible dependent care expenses, including child care. FSA contributions go into a special account through our spending account administrator, BenefitHelp Solutions, and a Team Member may request reimbursement for eligible expenses from the account. Participants do not pay taxes on qualified reimbursements from FSA accounts. A Team Member must re-enroll each year in which the he or she elects to participate in a FSA. Use It or Lose It Rule: IRS tax rules require that participants forfeit any money left in a dependent care account at the end of the year. Therefore, it s very important to accurately estimate the amount contributed for the year. Healthcare Flexible Spending Account (FSA) The Flexible Spending Account is a great way to pay for eligible health care expenses which are not reimbursed through a health care plan using pre-tax dollars. Under IRS regulations, eligible expenses may include: Annual medical and dental plan s, co-payments and co-insurance expenses Medical and dental expenses not covered by a health plan Un-reimbursed orthodontic expenses as work is completed Eyeglasses, contacts, LASIK surgery and eye exams Prescription drug co-payments and co-insurance To use it, participants elect an annual dollar amount through payroll deductions to use for qualified expenses. A Team Member may pay for the expense at point of service by using a BenefitHelp Solutions Benefits MasterCard or request reimbursement for the expense by submitting a reimbursement form and supporting documentation to BenefitHelp Solutions. The Company s FSA health care plan provides Team Members with up to 14 ½ months to use the funds elected in the plan year. If not used, the funds are forfeited. When a Team Member enrolls in the FSA plan, he or she will receive a Benefits MasterCard to use to pay for eligible health care expenses at point of service. The card is prefunded with the election amount and designed to alleviate immediate out-of-pocket expenses. A Team Member may also have the option of paying out-of-pocket for the service and then submitting a claim form with supporting documentation for reimbursement. 10

The Benefits MasterCard may be used at many eligible health care facilities, including: physicians and dentist s offices, pharmacies, and hospitals. The limit on the card will be the annual amount elected for the Health Care Spending Account. The IRS requires documentation of qualifying medical expenses. Participants may be asked to submit a receipt after using the Benefits MasterCard card. Failure to submit receipts may result in an expense being deemed ineligible, requiring the participant to reimburse the funds to the Plan. Participants may elect to contribute between $100 and $2,500 to a Health Care Spending Account for 2017. Use this worksheet to estimate amounts you pay for eligible services and supplies not fully covered by your Health Care Plans. You could contribute this amount to the Health Care FSA and pay these amounts with tax-free dollars. Medical plan $ Medical plan office visit co-payments $ Medical plan co-insurance for services $ Prescription drug co-payments and co-insurance $ Dental plan, co-payments and co-insurance $ Vision care $ Other eligible expenses $ Estimated total for costs not covered by your health plans $ Dependent Care Account The Dependent Care Account reimburses participants for care provided to dependents so that Team Members (and their spouses, if applicable) may work. Care may include: Dependent child or children age 12 and under, and Any dependent of any age if they live with a participant and cannot care for themselves, such as an elderly parent or disabled child Eligible Dependent Care expenses include: Day care provided in- home Day care provided outside of a participant s home, including qualified day care providers, day camp, before and after school programs and elder day care facilities Participants may contribute between $100 and $5,000 per year to the Dependent Care Spending Account if a participant is married and filing jointly for taxes, or if filing as the head of a household. If a participant is married and filing separately, the maximum contribution is $2,500 per year. Participants are reimbursed for eligible expenses as payroll deductions are accrued in the account. Eligible services for this account must occur during the calendar year. If there is a balance and eligible expenses are not submitted by March 31, 2018, the funds are forfeited. 11

Life Insurance Benefits Life insurance benefit programs offered at Blount are designed to help provide financial security and resources to a Team Member s family in the event of death or the death of a family member. A variety of plan options allow Team Members to elect coverage in addition to basic coverage. At age 65, coverage amounts are reduced based on the Team Member s age. Basic Life and Accidental Death and Dismemberment Insurance The company provides all eligible Team Members with Basic Life Insurance and Accidental Death and Dismemberment Insurance in the amount of two times annual base pay. There is no premium cost to Team Members for this coverage. Optional Life Insurance Optional life insurance will pay benefits upon death due to illness or accident, subject to plan exclusions. This is a voluntary benefit and paid with post-tax dollars. Team Member Coverage You may purchase additional Optional Life Insurance coverage in $10,000 increments. If you increase the amount opted for life insurance, the coverage and premium will not take effect until your health statement (Evidence of Insurability) is approved. The limit of coverage is $1,000,000 (Company provided life insurance plus employee voluntary life combined). Spouse Coverage You may purchase Optional Life Insurance for your eligible spouse in $10,000 increments up to $150,000. (Your amount of Spouse Life Insurance cannot exceed 100% of your amount of Optional Life Insurance elected). Any increase in coverage will not take effect until the health statement (EOI) is approved. You must be enrolled in Team Member Optional Life to elect Optional Spouse Life coverage. Child(ren) Coverage You may purchase Optional Life Insurance for your eligible dependent child(ren). You may choose either $5,000 or $10,000 coverage for your child(ren). The cost is $0.156 per $1,000 of coverage. You must be enrolled in Team Member Optional Life to elect Optional Child Life coverage. Voluntary Accidental Death and Dismemberment Insurance Voluntary Accidental Death and Dismemberment Insurance (AD&D) provides benefits, in addition to any basic and optional coverage you have in place, in the event of death or dismemberment due to accidental causes only. Team Member AD&D You may purchase additional AD&D insurance, covering yourself only, in $10,000 increments with a maximum benefit of $1,000,000 (Company provided AD&D plus Voluntary employee AD&D combined). The monthly rate for employee only AD&D is $0.028 per $1,000 of coverage. Spouse AD&D If you choose to elect AD&D coverage for your spouse, the spouse s benefit amounts are in $10,000 increments up to $150,000. The monthly rate for spouse s AD&D coverage is $0.022 per $1,000 of coverage per month. You must elect this coverage for yourself to have for your spouse to be eligible to have coverage. Child(ren) AD&D The cost of child(ren) s coverage is.022 per thousand and you may choose either $5,000 or $10,000 of coverage per month. You must elect Voluntary AD&D for yourself in order to enroll your dependent child(ren) in Voluntary dependent AD&D. 12

Optional Life Insurance Rates Your enrollment form includes the cost of optional life for you and your dependents. Your rate depends on the type and amount of your optional life insurance coverage, your age on January 1, 2017 and your smoker status. If you elect optional life insurance for your spouse, their insurance amount, age, and smoker status will determine the spouse s premium. The optional life rate table provided lists the cost per $1,000.00 of insurance per month. Age Non-smoker Rates Smoker Rates <= 25 $0.07 $0.09 25-29 $0.07 $0.09 30-34 $0.08 $0.10 35-39 $0.10 $0.14 40-44 $0.14 $0.18 45-49 $0.24 $0.32 50-54 $0.40 $0.55 55-59 $0.60 $0.81 60-64 $0.82 $1.09 65-69 $1.22 $1.64 70+ $3.12 $4.21 Here are two examples of life insurance costs be per pay period: Per Payday Cost Examples (Life Insurance) Coverage 4 times $10,000 ($40,000) non-smoker age 49.24 x 40 = 9.60 per month 9.60 x 12 = 115.20 per year 115.20/26 = 4.43 per payday Coverage spouse 3 times $10,000 (30,000), smoker age 54.81 x 30 = 24.30 per month 24.30 x 12 = 291.60 per year 291.60 /26 = 11.22 per payday 13

Employee Assistance Plan (EAP) EAP is available to all Blount Team Members and their dependents through Cigna s Life Assistance Program. The EAP is a free, confidential benefit that may assist you with problems that interfere with your day-to-day activities. This service provides telephone contact and/or in-person sessions, as needed, to assist you in receiving the care you need. There is no charge to you or your eligible family members for telephone contacts or for up to three in-person sessions with an EAP professional. The EAP counselors are available to help you with personal situations, including: Marital conflict Stress management Depression or anxiety Conflict at work Relationship problems Alcohol and drug abuse Disability Insurance Benefits Short Term Disability Plan The plan is a short-term disability income benefit plan sponsored by Blount to replace a portion of your income in the event a personal illness or injury prevents you from working for a period of time. Short-term disability is administered by Cigna at 66 2/3% of weekly earnings for up to 175 days, after a 7-day elimination period. Long Term Disability Plan The plan is a long-term disability ( LTD ) income benefit plan sponsored by Blount, Inc. to replace a portion of your income in the event a personal illness or injury prevents you from working for more than 180 consecutive days. The benefit amount is 60% of your monthly earnings up to a maximum of $10,000. The LTD benefit may be reduced by the amount of other income replacement benefits you receive for the same disability, such as benefits from Social Security, Workers Compensation, etc. Non-Exempt Team Members - Your duration of benefits is two years. Exempt Team Members - Your duration of benefits is based on your age when the disability occurs. Your LTD benefits are payable for the period during which you continue to meet the definition of disability up to the Social Security Normal Retirement Age. If your disability occurs at or after age 62, benefits would be paid for a reduced period. 14

401(k) Retirement Profit Sharing Plus Plan Blount offers all core Team Members a retirement savings plan that is funded by Team Member contributions as well as matching contributions from the Company. All eligible Team Members are automatically enrolled on their eligibility date at a 3% deferral rate, unless a Team Member actively opts out. Team Members may elect to change their contribution to between 1% and 25% of their eligible pay on a pre-tax or post-tax basis, up to the annual IRS dollar limit. Additionally, there is a Roth investment option, which is after-tax contributions. Fidelity Investments is the Company s investment administrator. Any changes to a Team Member s 401(k) contribution percentage must to be completed through Fidelity Investments online, by telephone or in-person at one of Fidelity s locations. Contributions deducted from bi-weekly pay, before taxes, and the funds grow tax-free until withdrawn. Blount will match 100% of the first 3% of pre-tax contributions and 50% of the next 3% of pre-tax contributions. Team Members are immediately 100% vested in the Company Matching contributions and any earnings. Team Members make the decision regarding how much they wish to contribute per pay period, up to the legal maximum. Team Members also decide how to invest that funds, choosing from the plan's different investment options. The money contributed to a 401(k) account is deducted from pay before income taxes. This means that by contributing to a 401(k), Team Members may lower the amount paid each pay period in current taxes. Participants do not owe income taxes on the funds until withdrawn from the plan. To enroll or change the contribution percentage in the 401(k), Team Members may call Fidelity at 866.773.5225, or visit their website at www.401k.com or www.netbenefits.com. Profit Sharing Plus An additional retirement benefit with the Company is Profit Sharing Plus. This contribution is targeted to be between 3% and 5% of Team Member s regular base pay each year. The longer a Team Member works at Blount, the higher the potential Profit Sharing Plus contribution. Team Members are eligible for the contribution if they have worked at least 1,000 hours in 2016 and are still employed as of December 31, 2016. The Profit Sharing Plus Plan is fully vested after three years of employment with at least 1,000 hours worked each year. This is a discretionary plan, which means that it is not automatically funded each year. 15