Benefits

Gore: A Leader in Flexible Benefits

Gore provides a flexible benefits program that is highly competitive with other employer programs, offers well-designed plans, and appropriately balances associate and company contributions.

When ranked against comparable employers, Gore's benefits program has repeatedly been rated #1 or #2, based both on the value of the overall plan design and the value of the company's financial contribution to the program. An international benefits consultant regularly ranks our benefits program against those of 24 companies comparable in industry, employment, or location. Gore associates express very high satisfaction with their benefits in annual communication surveys.

Well-Designed Plans
Gore was one of the first companies in the U.S. to offer its associates benefits choices. Our Flex Benefits program lets associates choose the benefits and the amount of coverage they need to complement a wide range of core benefits provided by the company. In addition, many programs and services are in place to help associates balance the challenges of today's varied lifestyles. Core benefits and flex benefits are outlined below.

Cost Sharing
Our flex benefits program credits each regular associate with the same amount of Gore "flex dollars." The associate then chooses coverage to best meet his or her individual needs, paying price tags that are also subsidized by the company. If the associate's total benefits selection exceeds the flex dollars, the difference is taken from the associate's pay. If flex dollars exceed the cost of benefits, the associate receives the difference as cash. 

Core Benefits

These basic plans and services are provided to all eligible associates. Gore assumes the costs of core benefits.

ASOP - The Associate Stock Ownership Plan provides equity ownership, and through this ownership provides financial security for retirement. All associates have an opportunity to participate in the growth of the company by acquiring ownership in it. Each year Gore contributes up to 12% of pay to an account that purchases Gore stock for associates with more than one year of service. Associates have ownership of the account after three years of service, when they become 100% vested.

Gore 401(K) Plan - The other piece of Gore's retirement program is this tax-advantaged savings plan, which includes a company-provided contribution of up to 3% of pay to associates' personal investment accounts. Associates are eligible after one month of service. (The plan also permits associate contributions. See Flexible Benefits section.) Associates are 100% vested immediately.

Vacation - Associates receive vacation as follows. Experienced new hires may be eligible to receive vacation credits based on vacation earned at their immediate prior employers.

Years of Service	Number of Vacation Days
Less Than 1 Year	5
1-4 Years	10
5-9 Years	15
10-19 years	20
20 years or More	25

Holidays - Gore's U.S. holiday schedule includes 11 holidays each year. New Year's Day, Good Friday, Memorial Day, Independence Day, Labor Day, Thanksgiving, the day after Thanksgiving, and Christmas are always among them.

Profit Sharing - Profits remaining after business requirements are met are distributed among associates as profit sharing. Profit shares are distributed when established financial goals are reached.

Pay Continuation - After three months of service, associates are eligible for continuation of pay if unable to work due to a non-job related illness or injury.

Basic Life Insurance - Each associate is given an amount of life insurance and accidental death and dismemberment insurance equal to his or her annual pay.

Travel Accident Insurance - While traveling on company business, associates are insured for $200,000.

Social Security Pension - The Social Security pension is funded by a payroll tax; associates and the company contribute equally.

The ASSIST Program - Through the ASSIST Program, associates and their family members have access to confidential short-term counseling and referral services. The service is provided at no cost to associates.

Gore Flex Dollars - Associates receive Gore Flex Dollars to pay for their flexible benefits choices. Consistent with our fairness principle, all eligible associates receive the same amount in flex dollars. If the chosen coverage exceeds the flex dollar amount, associates may use pre-tax dollars from their pay. Flex dollars not used to purchase benefits are included as taxable income in associates' paychecks.

Adoption Aid - Gore provides up to $5,000 for certain adoption-related expenses. The benefit is available to associates after one year of service.

Health Advocate - All associates benefit from this health advocacy and assistance service. It offers help in finding primary care physicians, identifying specialist physicians and medical institutions, and solving claims, billing, and related administrative issues.

Flexible Benefits

Associates choose benefits and coverage from a full range of plans to personalize their benefits package.

Medical - Two national preferred provider plans (PPOs) and a traditional indemnity plan.

Dental - A comprehensive dental plan includes varying levels of coverage for preventative care, basic procedures, major restorative care, and orthodontia for dependent children.

Vision Plan - The plan helps to cover the cost of eyeglasses or contact lenses, as well as an annual eye exam.

Gore 401(k) Plan - In addition to the company contribution to the 401(k) (see Core Benefit section), associates benefit from the option of making their own pre- and post-tax (Roth 401(k)) contributions of up to 100% of pay, based on annual IRS limitations.  Associates are eligible to participate after one month of service.

Spending Accounts - Associates may pay with pre-tax dollars for health and dependent care expenses that are not covered by other parts of the flexible benefits program. Examples of uses for spending accounts are deductibles, co-payments and work-related dependent care.

Supplemental Associate Life - In addition to basic life insurance in the amount of pay, associates may choose supplemental life insurance amounts of one to five times pay for a total of up to six times pay.

Family Life - Three levels of family life insurance are offered for spouses and dependent children.

Long-Term Disability - Continuing income at 60% of pay is available through this insurance program if an associate is unable to work due to a qualified disability (injury or illness) that lasts longer than 26 weeks.

Personal Vacation Days - Associates may purchase extra time off in the form of one to five personal vacation days per year.

Balancing Work and Family

Many of Gore's benefits and services help associates balance the increasing demands of work and family. Our on-site wellness programs promote better healthcare decisions and early intervention.  A Gore childcare center in our Delaware-Maryland plant cluster serves infants through kindergartners.