Deferred Comp Plan Framework:

If an employee is with RLG on March 1 of the year of certificate issuance and was continually employed for the prior calendar year, they are eligible for DC enrollment for that year. The plan will pay out after 4 consecutive years of employment for the initial enrolled year. If an employee has more than 3 months of employment absence between the certificate year and payout year, they are ineligible for payout for that year. All payouts are based on the employee’s status in the enrolled year and NOT in the year the payment is disbursed.

 Caveats:

• DC only applies to hourly field staff.
• Any employee that receives a company bonus is ineligible for the DC.
• The annual amount is assigned based on company profits and the total number of enrollees in the plan that year. The yearly rate can increase or decrease depending on participants and company profits.
• All hourly field employees are eligible for DC from the 2021 plan year and in the future.
• Before 2021, only Crew Chiefs were eligible for DC. The plan is now open to all hourly field employees.
• RLG has paid out arbitrary assignments of funds in prior years associated solely with the generosity of ownership. Before 2020 payouts occured in December of 2023, these payouts are NOT to be misconstrued with the DC plan outlined here.
• DC payout is targeted for the 1st payroll in December each year. 

 All payouts are based on the employee's status in the enrolled year and NOT the year the payment is disbursed. "Status” is defined as years employed and job title.