Other Benefit Changes
Looking Ahead to 2016 and 2017
Future benefits updates
for all DuPont U.S. Region
Employees, effective
April 1, 2016
Our updated policies reflect our commitment to foster a
family-friendly culture that supports our employees through
life’s milestones, challenges, and changes. This commitment to
progressive family-friendly policies is one reason DuPont has
earned a place on the Working Mother 100 Best Companies list
for over 25 years.
Effective April 1, 2016, the benefits outlined in this guide will be
available to full-service U.S. and Puerto Rico employees, although
eligibility for certain benefits for employees in a bargaining
unit represented by a union is dependent upon the outcome of
collective bargaining. For information on your current Leave of
Absence benefits, contact your Human Resources representative.
Other Benefit Changes
WHAT’S CHANGING
Family Leaves Available........ 2
Other Personal Leaves
Available............................... 3
Family Medical Leave Act
(FMLA) Administration.......... 4
Harmonization of
401(k) Plans.......................... 5
Harmonization of
Severance Plans................... 6
Addition of Small Sum
Mandatory Cash-out
in the Pension Plan............... 7
1
Family Leaves Available
For DuPont U.S. Employees, Effective April 1, 2016
Maternity Leave
For birth mothers, the Company will continue to provide six to eight weeks of paid time off. The duration of your maternity leave benefit depends on:
•Your type of delivery and the standard healing times. The recovery duration for an uncomplicated vaginal delivery is six weeks, a cesearean
is eight weeks, and longer durations may be appropriate to recover from complications.
•If you experience medical complications, a longer leave may be appropriate to recover from complications.
•Your state of residence. Certain states may require paid time off for a specific length of time. Currently, Puerto Rico provides eight weeks
of standard maternity benefits, regardless of the type of delivery.
Paternity Leave
DuPont recognizes the need for fathers to take time off to bond with their new children. The Company will provide five days of paid paternity leave, prorated
for employees working a reduced schedule. The leave must be taken within 12 months of birth. This benefit is available to married spouses, including
same-sex spouses (male or female).
Adoption Leave
For an employee who adopts a child and is the child’s primary caregiver, DuPont will provide four weeks of paid time off, prorated for employees working
a reduced schedule. Adoption provides the primary caregiver time to bond with the new child. The time must be taken within 12 months of the adoption.
For dual DuPont couples, one spouse is eligible for adoption leave and the other spouse is eligible for five days of leave.
Additional Bonding Time Off
Additional unpaid Family Leave for bonding time off is also available, as described in the Family Leave section below.
Family Leave
DuPont provides up to six months of time off for family needs, including time off to:
•Care for a your spouse, son, daughter or parent who has a serious health condition;
•Care for your child after birth, adoption or placement for foster care;
•Address qualifying needs due to the military duty of a spouse, child or parent (such as attending certain military events, arranging
for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, and attending
post-deployment reintegration briefings); and
•Care for a military service member with a serious injury or illness.
Family leave time off is unpaid, except when paid as part of the DuPont Maternity, Paternity, Adoption, and Military Leaves.
Example: An adopting employee wants to take time off to bond with their new child. They are eligible for four weeks of paid Adoption Leave,
followed by the 22 weeks of unpaid Family Leave, for a total of 26 weeks.
Our Family Leave policy provides more time off than the 12-week federal Family Medical Leave Act (FMLA) requirements. DuPont Family Leave and FMLA
run simultaneously whenever FMLA applies. In compliance with FMLA, you will receive notifications about your FMLA time and may be asked to supply
information substantiating your leave. You must supply requested information in order to be eligible for FMLA and Family Leave.
Family Leave in excess of the 12-week FMLA period is subject to manager approval, Human Resources, and business needs.
No service credit is earned while on an unpaid Family Leave.
Other Benefit Changes
2
Other Personal Leaves Available
Bereavement Leave (Death in Family)
When a family member dies, the Company provides you with paid time off to attend the funeral, memorial service, and related activities.
The Company provides up to:
•Five days paid time off following the death of your spouse, child, father, father-in-law, mother, mother-in-law, son-in-law,
daughter-in-law, brother, sister, stepfather, stepmother, stepbrother, stepsister, stepson, or stepdaughter; and
•One day paid time off following the death of your brother-in-law, sister-in-law, aunt, uncle, cousin, grandparent, grandchild,
or spouse’s grandparent.
Jury Duty
Employees subpoenaed for jury duty receive their regular pay for the hours served.
Personal Leave
Occasionally, employees require time off for reasons that are not covered by the other DuPont leave policies. Examples include time off, beyond the
normal vacation time, to care for a very close friend who is ill, or to attend a family wedding overseas. In those instances, the Company provides up to
six months of unpaid personal leave, subject to manager approval, Human Resources, and business needs.
No service credit is earned or vacation time is accrued while on an unpaid Personal Leave.
Military Leave
DuPont provides three types of military leaves:
• I nitial Reserve Training: Employees who join the U.S. military reserves will receive up to three months (90 days) of time off with
make-up pay while receiving their initial military training. The employee’s regular pay will be offset by the military pay during this period.
Any additional time off required to complete the initial military reserve training will be unpaid.
•Annual Reserve and/or Special Military Training: Each calendar year, military reserve members who receive orders to attend training
will receive up to 15 days (120 hours) of time off. The time may be taken in one consecutive block or intermittently over the course of the year,
as needed to comply with your military orders. Pay for scheduled work-days missed will be offset by your military pay for the same period.
•Active or Emergency Duty: If you are ordered to report for active duty, you will be granted up to five years of time off, in accordance
with federal USERRA requirements. The Company will provide you with your regular pay for the first six months of your leave, offset by your
military pay for the same period.
Service credit is earned while on paid or unpaid Military Leave.
Educational Leave
DuPont provides employees with unpaid time off to continue their professional development in order to advance their success in their DuPont role.
No service credit is earned while on an unpaid educational leave.
If an opportunity arises for an employee to gain a degree, further education or improve skills outside of DuPont, the employee may request a leave, subject
to manager approval. Two types of educational leaves are available:
•Educational leaves of up to one year to complete a degree at an accredited college or university;
•Sabbatical leaves of up to six months for employees with at least five years of service to study and enrich professional skills.
Other Time Off
Various manager initiated leaves are also available to meet business needs in unusual situations. These include:
•Authorizing leaves while an employee is obtaining an international Visa;
•Required to take time off while under investigation;
•Accompanying a DuPont spouse on an International Assignment; and
•Other time off as required to comply with legal regulations or contractual requirements.
Other Benefit Changes
3
Family Medical Leave Act (FMLA) Administration
Effective January 1, 2016
In addition to updating our Leave policies for 2016, DuPont is updating FMLA administration. As
part of this change, the FMLA program will begin anew for all employees, effective January 1, 2016.
Coming Soon – Updated
Leave of Absence Processes
DuPont will be partnering with
Sedgwick, a leader in disability
and FMLA leave management,
to administer:
All U.S. employers are required to administer FMLA. FMLA provides you with job-protected time
off for qualifying reasons. A description of FMLA can be found at: http://www.dol.gov/whd/regs/
compliance/posters/fmlaen.pdf and on posters at DuPont work sites. When you are off work due to
a disability or on a family leave, your time off qualifies as FMLA time.
• S
hort-Term Disability
benefits for absences of three or more days;
Beginning January 1, 2016, DuPont will administer FMLA as described below for all U.S. employees.
Eligibility: You will be eligible for FMLA if you have worked at DuPont for at least 12 months and
have at least 1,250 hours of service during the prior 12 months.
• Family Leaves;
The 12-month FMLA period: Effective January 1, 2016, DuPont will use a rolling 12-month
look back period when administering FMLA for all U.S. Region employees, including Puerto Rico.
(Currently, legacy DuPont, BELCO, and Coastal Technologies administer FMLA using a calendar
year, rather than a rolling 12-month period.) Eligible employees receive 12 weeks of FMLA time
during a rolling 12-month period. Under the rolling 12-month period, each time you take FMLA leave,
the remaining leave entitlement will equal the balance of the 12 weeks which has not been used during the
immediately preceding 12 months.
• M
aternity, Paternity, and
Adoption paid time off;
• FMLA; and
• Military Leaves.
Sedgwick is scheduled to
begin administering these
DuPont leaves in March 2016.
(DuPont Pioneer employees will
be transitioned to Sedgwick
effective January 1, 2017.)
More information on updated
Leave of Absence processes will
be communicated in early 2016.
How the DuPont Leaves Compare to FMLA
The DuPont Family Leave policy and Short-Term Disability Plan provide time off work that meet or
exceed the requirements of the Family Medical Leave Act (FMLA). The DuPont programs generally
overlap with the FMLA time, providing you with FMLA job-protection plus DuPont leaves of
absence when you need them.
DuPont Short-Term
Disability Leave
DuPont Family Leave
Up to six months off for specified family situations,
including: bonding with your new child; caring for a
seriously ill spouse, child or parent; and performing
military caregiver functions.
Up to six months off for your own disability when you
are unable to work.
FMLA
Up to 12 weeks of job-protected time off while on Family Leave and/or Short-Term Disability.
Up to 26 weeks of job-protected time off while on Family Leave performing military caregiver functions.
Other Benefit Changes
4
Harmonization of 401(k) Plans
Effective January 1, 2016
As part of our commitment to offer one, standard rewards program for all DuPont businesses,
employees of BELCO, Coastal Technologies, MECS, and Solae1 will participate in the DuPont
Retirement Savings Plan (RSP) effective January 1, 2016. As a result, the existing 401(k) plans
for these entities will merge into the DuPont RSP and assets will be transferred into the RSP to
consolidate participant accounts. Merrill Lynch is the recordkeeper for the RSP.
What This Means for You
Transition to RSP
Highlights
• Log on to www.go.ml.
com/myddrsp beginning
November 16
• RSP enrollment window for BELCO, MECS, and
Solae* employees is
December 1 – 11, 2015
Beginning November 16, affected employees can login to www.go.ml.com/myddrsp to get the
following information related to the plan transition:
• Dates for on-site seminars and/or webinars;
• RSP plan provisions and investment menu;
• Description of how your current 401(k) plan assets will transition to RSP; and
• Key dates for blackout periods, RSP enrollment, etc.
1
Applies to Solae employees hired before January 1, 2013. Solae employees hired January 1, 2013 and later already participate in the RSP.
Other Benefit Changes
5
Harmonization of Severance Plans
Effective January 1, 2017
DuPont provides financial assistance and other benefits to employees who lose their jobs due to lack
of work.
Effective January 1, 2017, all U.S. and Puerto Rico employees will be covered by the DuPont Career
Transition Program (CTP). Below is a summary of the 2017 DuPont CTP benefits:
•Financial benefit equal to one month of pay for every two years of service
(minimum two months, maximum 12 months);
o“Pay” is defined as base rate of pay including shift differentials, Sunday premium,
scheduled overtime, and 1/12 of the Short-Term Incentive Plan (STIP) or
Sales Incentive Plan payment awarded in the last 12 months.
•Medical and dental coverage at active employee rates for length of financial payment
(minimum period of six months, maximum period of 12 months)1;
•Outplacement services; and
•Tuition assistance under Assistance for Lifelong Learning (ALL) of up to $5,000 for a period
of 24 months following separation from service.
What This Means for You
Legacy DuPont Employees
Legacy DuPont employees will continue to be covered by the DuPont CTP. However, the following
changes will be effective January 1, 2017:
•Medical and dental coverage will be provided as described above (depending on your
years of service, this may be a change from the one full year of coverage that DuPont
currently provides);
•Employer-provided life insurance coverage will be discontinued2; and
•Employees will be required to sign a general release prior to receiving CTP benefits.
All Other U. S. Employees
Employees currently covered by the BELCO, Coastal Technologies, Danisco, Genencor, MECS,
DuPont Pioneer, or Solae severance plans will continue to be covered by those plans through 2016.
For information on your current severance benefits, and how they compare to the DuPont CTP,
contact your Human Resources representative.
The continued medical and dental coverage is part of the 18-month COBRA continuation period available to terminating employees and their covered
family members. Employees who are eligible for retiree medical and dental coverage receive their retiree coverage, at their active employee rates, during
their CTP period.
1
Employees who are eligible for retiree life insurance will continue to receive their retiree coverage in accordance with the life insurance plans.
2
Other Benefit Changes
6
Addition of Small Sum Mandatory Cash-out
Provision in the Pension Plan
Effective January 1, 2017
The DuPont Pension and Retirement Plan (Pension Plan) will be updated to provide for mandatory
cash-outs of small sums. In addition to ensuring uniform treatment within the various sections of
the Pension Plan, this change is consistent with how small sums are administered in the Retirement
Savings Plan (RSP). As a result, the following is effective for employees who participate in the Pension
Plan and who commence their benefit on or after January 1, 2017:
•If the lump sum equivalent value of your pension benefit is $1,000 or less, your
pension benefit will be paid to you as soon as administratively practicable in a single
sum cash payment.
•If the lump sum equivalent value of your pension benefit is greater than $1,000 but less
than or equal to $5,000, you may elect to have your pension benefit paid to you as soon as
practicable in a single sum cash payment, or you may elect to roll it over to another eligible
plan. If you do not elect a cash distribution or roll it over to another plan, your benefit will
automatically be rolled over to an Individual Retirement Account (IRA) selected by the
Plan Administrator.
What This Means for You
Please refer to the table below to understand how this change may impact you.
If you are in this section of the
Pension Plan…
This provision is…
DuPont
New
DuPont Pioneer
No change
ChemFirst
New: Mandatory distribution or rollover of amounts greater than
$1,000 and less than or equal to $5,000
Danisco
New: Mandatory distribution or rollover of amounts greater than
$1,000 and less than or equal to $5,000
Solae
No change
This summary provides a quick, easy-to-understand outline of change to DuPont benefit Plans and Leave Policies. DuPont has made every effort to
ensure that this accurately reflects the plan documents and contracts. However, if there is any conflict or inconsistency between this guide and those
documents or contracts, the documents or contracts will govern. DuPont reserves the right to change, modify, or discontinue at its discretion any of the
plans, programs, or services described in this guide.
If you are in a collective bargaining unit, the benefits described are subject to existing provisions in the collective bargaining agreements and subject to
meeting any bargaining obligation.
Copyright © 2015 DuPont. The DuPont Oval Logo is a trademark of E.I. du Pont de Nemours and Company. All rights reserved.
Other Benefit Changes
7