LONGEVITY

We have many employees who have been with WOS for 10+ years.

organizational culture and supports company success. The ESOP is also designed to assist our employees with their retirement and provide them with a financial stake in the company. For our customers and partners, we are empowered to provide exceptional service and innovative solutions. At all levels of the company, you’ll be working with an employee owner – individuals who are invested in the success of the company and the quality of service we deliver.

The ESOP enables employees to directly affect profitability and value and see the results. Employees have pride in the company and a vested interest in making sure the value of their account grows. The ESOP has also allowed the company to protect jobs and support the communities we work in.

Only non-union employees who are at least 18 years of age, who have worked for the company for one year totaling at least 1,000 hours are eligible to enter the plan. Employees are automatically enrolled in the ESOP after meeting the qualifications on April 1 or October 1, following their 1-year anniversary date with the company.

Employee Ownership Committee

WOS has been a proud employee-owned company since 2002. With shared ownership with WSC’s ESOP, WOS helps promote a positive, unique

With new employees constantly joining the company, many new to an ESOP company, and others entering the plan, the Employee Ownership Committee provides ESOP educational training. They encourage divisions to host annual training conducted by committee members. WSC and committee members continue to support the ESOP community through donations to the Employee Ownership Foundation and with the development of a Central Iowa networking group. Committee members continue to participate in the Iowa/Nebraska Chapter of The ESOP Association events and conferences, and national conferences. WSC remains on the list as one of the largest employee-owned companies in the U.S., according to the National Center for Employee Ownership (NCEO) coming in at 26.

October was Employee Ownership Month, and the Employee Ownership Committee celebrated all month long. New in 2022, digital and printed bingo cards were distributed to engage and educate employees on all things employee ownership. The committee hosted a Golden Ticket Broadcast where more than 200 employee owners joined to learn more about the ESOP and Deferred Share Unit (DSU) plan. A DSU plan was established for Wright Canada Holdings, Ltd. (WCH) and its subsidiaries to provide similar benefits to our Canadian employees.

401k Contributions

EMPLOYEE WELL-BEING GOALS

2022 Accomplished Goals

Employee Well-being: Conduct a survey for total reward offerings and preferences to employees.

Those contributing 1-3% receive 100% company match, those contributing 4-5% receive an additional 50% match with the max match potential hit at 5%. 60% of those contributing are receiving the full match potential. Numbers can change daily.

Employee Well-being: Conduct a survey on availability and effectiveness of support service offerings.

Diversity & Inclusion: Increase reporting capabilities on workforce demographics in 2022 with Workday.

Diversity & Inclusion: Analyze employee gender and race/ethnicity information to establish benchmarks and goals for diversity growth.

Retirement

WOS, as a WSC company, offers a comprehensive 401(k) retirement savings plan with the same eligibility requirements and entry dates as the ESOP.

WSC has a Safe Harbor Match Program to the 401(k) offering, matching 100% of the first 3%, plus an additional 50% of the next 2% employees would contribute to their retirement savings. The matching funds are placed in the ESOP account. Meaning, employees should contribute at least 5% annually to receive the full company match. These company-matched contributions are 100% vested.

The Automatic Enrollment Program is an automatic 3% pre-tax 401(k) enrollment process for all eligible employees which increases contributions from salary pay by 1% each year until 10% is reached with an opt-out available. This was enacted to ensure employees were taking steps for their financial security in the future.

Diversity & Inclusion: Evaluate options to improve communication to all team members without email communication capacity.

Employee Well-being: Promote indoor/outdoor working hours and both personal and professional training and growth opportunities available through employment at WOS.

Employee Well-being: Continue to provide our employees with more benefits education through regular newsletters, plan enrollment resources and new hire summaries.