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2019 BENEFITSWestlake Chemical

GUIDE

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Westlake Chemical Benefit Guide

What’s InsideAbout This Guide .................................................................................................................................1Your 2019 Benefits Summary .............................................................................................................1Eligible Dependents ............................................................................................................................1When Coverage Is Effective ..............................................................................................................1Medical Plan Options .........................................................................................................................2

2019 Medical Premiums .................................................................................................................22019 Medical Summary ..................................................................................................................3Weighing Your Medical Plan Options ..........................................................................................5Save Money with Anthem’s Find a Doctor Tool .........................................................................5LiveHealth Online ............................................................................................................................5What Is an HSA? .............................................................................................................................5

Triple Tax Advantages ................................................................................................................6HSA Contribution Limits .............................................................................................................6Setting Up an HSA ......................................................................................................................6Reimbursing Yourself for Expenses .........................................................................................6How an HSA Compares with Our Health Care Flexible Spending Account (FSA) ...........6

Dental Plan ...........................................................................................................................................72019 Dental Premiums ....................................................................................................................72019 Dental Plan Summary ............................................................................................................7

Vision Plan ............................................................................................................................................82019 Vision Premiums .....................................................................................................................82019 Vision Plan Summary .............................................................................................................8

Flexible Spending Accounts (FSAs) ................................................................................................9How FSAs Work ..............................................................................................................................9Reimbursing Yourself for Expenses ...........................................................................................10

Health Care FSA ........................................................................................................................10Dependent Care FSA ................................................................................................................10

Life and AD&D Insurance .................................................................................................................102019 Life and AD&D Insurance Options ....................................................................................102019 Voluntary Life and AD&D Premiums .................................................................................11

Voluntary Life ............................................................................................................................11Voluntary AD&D ........................................................................................................................11Voluntary Dependent Life ........................................................................................................11

Westlake Scholarship Program ......................................................................................................11Educational Assistance ....................................................................................................................11Service Awards Program .................................................................................................................11Best Doctors .......................................................................................................................................11SurgeryPlus ........................................................................................................................................11Disability Benefits .............................................................................................................................12401(k) Plan ...........................................................................................................................................13For More Information ........................................................................................................................13

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About This Guide This guide gives you an overview of the benefits we offer so you can make informed decisions during your enrollment period. Please carefully review this guide to learn more about our plans and how to enroll for coverage. New hires will also receive a Day 1 Summary to review.

Your 2019 Benefits Summary Westlake’s benefits are designed to promote your health and well-being and offer financial security for you and your family. Our plans:

� Provide access to quality health care at reasonable rates;

� Offer you and your family financial protection against unexpected illness, injury and other catastrophic events;

� Help you save for retirement; and

� Give you time away from work to recharge and relax.

This guide contains a brief summary of our 2019 health benefits, flexible spending accounts, life and accidental death and dismemberment (AD&D) benefits, scholarship program, educational assistance, service awards program, disability benefits, and 401(k) benefits. To learn more about these benefits and the Westlake Total Rewards program, please visit hr.westlake.com.

New Hires: What to Bring with You on Day 1 To make it easy for you to enroll for Westlake coverage, be sure to bring with you on your first day of work:

� Dependent verification documents (e.g., original or certified copies of birth certificates, adoption papers or court orders for any eligible dependent children that you want to enroll for health coverage, copy of marriage license if you wish to enroll a spouse for health coverage);

� Social Security numbers for any dependents that you plan to enroll;

� Prior Employer 401(k) form; and

� Completed Spousal Surcharge Attestation Form (if applicable).

Eligible Dependents If you enroll in any of the benefit plans described in this guide, you may also enroll your eligible dependents in that plan. Your eligible dependents include:

� Your legal spouse.

� Your children up to age 26, including your natural children, stepchildren, children for whom you have legal guardianship (including foster children) andadopted children.

� Your children age 26 or older who are mentally or physically disabled and who rely on you for support and care.

When Coverage Is Effective For new hires, coverage for health and life insurance begins on your date of hire. For individuals electing coverage for 2019 Open Enrollment, coverage begins on January 1, 2019.

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Medical Plan Options For 2019, you have a choice of two medical plan options, both administered by Anthem BlueCross BlueShield. While both plan options use the same quality provider network and cover the same services and supplies, they differ in some important ways:

� The PPO Plan option offers lower annual deductibles and out-of-pocket maximums in exchange for you paying a higher monthly premium.

� The Consumer Plan option has higher annual deductibles and out-of-pocket maximums in exchange for you paying a lower monthly premium. The annual deductible is a combined medical and prescription drug deductible. In addition, the Consumer Plan includes a company contribution to a Health Savings Account (HSA). You can use that contribution to meet a portion of your annual deductible or to pay eligible expenses.

2019 MEDICAL PREMIUMS

PPO PLAN CONSUMER PLAN

2019 Monthly Premiums $ 120 (Employee Only)$ 277 (Employee + Spouse)*$ 229 (Employee + Child(ren)) $ 421 (Employee + Family)*

$ 44 (Employee Only)$ 105 (Employee + Spouse)*$ 87 (Employee + Child(ren)) $ 158 (Employee + Family)*

*Spousal Surcharge For Employee + Spouse and Employee + Family coverage, a $125/month spousal surcharge will be added to the above rates unless:

� Your spouse is not employed; or � Your spouse is employed, and you attest during enrollment that he or she doesn’t have access to employer-provided medical coverage, by completing and submitting the Spousal Surcharge Attestation Form.

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2019 MEDICAL SUMMARY


In-Network Out-of-Network* In-Network Out-of-Network*

Annual Deductible** $ 400 Individual; $ 800 Family

$ 800 Individual; $ 2,000 Family

$ 1,500 Employee Only; $ 3,000 Employee + Dependents

$ 5,000 Employee Only; $ 10,000 Employee + Dependents

Annual Out-of-Pocket Maximum***Includes the annual deductible

$ 4,000 Individual; $ 8,000 Family



$ 10,000 Individual;$ 20,000 Family

Coinsurance Level 20% after annual deductible

40% after annual deductible



Health Savings Account (HSA)

Not applicable Applicable only if you are enrolled as of January 1: � $ 500 (Employee Only) � $ 750 (Employee + Spouse) � $ 750 (Employee + Child(ren)) � $ 1,000 (Employee + Family)

(please see pages 5 – 6 for more information on HSAs)

MEDICAL BENEFITS

Physician Office Visit You pay $25 copay You pay 40% after annual deductible

You pay 20% after annual deductible


Specialist Office Visit You pay $50 copay You pay 40% after annual deductible



Hospital Admission You pay $200 hospital deductible per admission plus 20% after hospital and annual deductibles

You pay $400 hospital deductible per admission plus 40% after hospital and annual deductibles



Emergency Room (ER) You pay $100 ER deductible per visit (waived if admitted) plus 20% after ER and annual deductibles

Paid at the In-Network benefit level if claim is coded by facility as a “true” emergency; otherwise, you pay $100 ER deductible per visit (waived if admitted) plus 40% after ER and annual deductibles


Paid at the In-Network benefit level if claim is coded by facility as a “true” emergency; otherwise, you pay 40% after annual deductible

Wellness/Preventive Care

Plan pays 100% for preventive services

Plan pays 100% for prostate exam, mammogram and well woman exam

Plan pays 100% for preventive services

Plan pays 100% for prostate exam, mammogram and well woman exam

(continued)

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IMPORTANT! For the Consumer Plan … � The Employee Only annual deductible shown above

applies only if you have coverage for yourself only. � If you cover any family members, the Employee Only

annual deductible no longer applies. Instead, you and all covered family members must meet the Employee + dependent(s) annual deductible.

� All covered family members contribute towards the Employee + dependent(s) annual deductible, which can be met by one covered family member or a combination of covered family members.

� Once the Employee + dependent(s) annual deductible is satisfied, the Consumer Plan shares in the cost of covered services with all covered family members.


In-Network Out-of-Network* In-Network Out-of-Network*

PRESCRIPTION DRUG BENEFITS

Retail30-day supply

GenericYou pay $5 copay

Preferred BrandYou pay 30%; $60 maximum

Non-Preferred BrandYou pay 40%; $100 maximum



Annual deductible waived for eligible preventive prescription medication


Mail Order90-day supply

Note: Prescriptions for maintenance medications can be filled at a local CVS/pharmacy at the same costs as mail order

GenericYou pay $12.50 copay

Preferred BrandYou pay 30%; $150 maximum

Non-Preferred BrandYou pay 40%; $250 maximum

Not applicable You pay 20% after annual deductible

Annual deductible waived for eligible preventive prescription medication

Not applicable

* For out-of-network services, you pay the amounts shown, plus any charges that exceed the plan’s maximum allowed amount.

** For both the PPO and Consumer Plan options, eligible expenses apply to both the in-network and out-of-network annual deductibles regardless of whether they were incurred with in-network or out-of-network providers.

*** For both the PPO and Consumer Plan options, eligible expenses apply to both the in-network and out-of-network out-of-pocket maximums regardless of whether they were incurred with in-network or out-of-network providers.

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WEIGHING YOUR MEDICAL PLAN OPTIONS To see how our priorities and life choices can affect our choice of medical plan, let’s look at the expenses of Eve and her husband Eric, who have Employee + Spouse coverage and “medium-range” medical needs. For more examples, see “Weighing Your Medical Plan Options” at hr.westlake.com.

EMPLOYEE + SPOUSE

PPO Plan Consumer Plan

Eve’s Employee Payroll Contribution $3,324 $1,260

Preventive Visits $0 $0

5 PCP Office Visits $125 (5 x $25 copay)

$550 (5 x $110 average doctor’s visit cost)

5 Specialist Office Visits $250 (5 x $50 specialist copay)

$1,000 (5 x $200 average specialist’s visit cost)

2 ER Visits (assumes the ER bills $1,000 for each visit)

$1,120 $1,560

Total Annual Employee Spend including: monthly contributions, medical and prescription drug expenses

$4,819 $4,370

HSA Seed (company contribution to HSA) N/A $750

Net Annual Employee Cost $4,819 $3,620

Remaining HSA Balance to Roll Over Next Year N/A $0

Note: All costs shown above are illustrative and assume services were received from in-network providers, actual employee costs will vary by provider and type of service. The spousal surcharge does not apply as Eve’s spouse doesn’t have access to employer-provided medical coverage.

SAVE MONEY WITH ANTHEM’S FIND A DOCTOR TOOL Getting care from a network provider is one of the best ways to manage your health care expenses. And the good news is that locating an Anthem network doctor is fast and easy. Use Anthem’s online Find a Doctor tool to look for doctors, hospitals, pharmacies, labs and other network health care providers. To get started, just follow these steps:

� Go to anthem.com and log in.

� Or use your ID number or the first three letters to search without logging in.

� Under Useful Tools on the right, select Find a Doctor.

LIVEHEALTH ONLINE Included with your Anthem Blue Cross and Blue Shield benefits, LiveHealth Online offers 24/7 access to health care from a board-certified doctor in just minutes. All you need is a computer, smartphone or tablet, and help is just a click or call away. To start using LiveHealth Online, all you need to do is sign up at livehealthonline.com or download the app.

WHAT IS AN HSA? Employees enrolled in the Consumer Plan can open a Health Savings Account (HSA), a tax-advantaged account that lets you pay for a variety of eligible health care expenses not reimbursed by your medical, dental, vision or prescription drug coverage — including deductibles and coinsurance.

With an HSA, you can spend on your health care now, or save and spend later on future health care expenses. There’s no time limit on when you have to use your money, and year-end balances will roll over for use in future years.

The employer HSA contribution is made for employees who are enrolled in the Consumer Plan as of January 1 of each year (no pro-rated contributions are made for enrollments or changes made after January 1).

To be eligible for our HSA, you:

� Can’t be contributing to a Health Care Flexible Spending Account (FSA) — including an account your spouse may have with his or her employer;

� Can’t be covered by Medicare; and

� Can’t be claimed as a dependent on anyone else’s federal tax return.

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How an HSA Compares with Our Health Care Flexible Spending Account (FSA)

While an HSA and Health Care FSA both let you pay eligible health care expenses with tax-free dollars, different IRS regulations apply to each account.

HEALTH SAVINGS ACCOUNT (HSA) HEALTH CARE FSA Are there enrollment restrictions? Yes. You must be enrolled in the Consumer

PlanYes. You cannot be enrolled in the Consumer Plan

Does “use it or lose it” apply? No. Unused funds can be rolled over for your use in future years

Yes. Generally, funds not used within the calendar year are forfeited*

Can funds be used for non-health care expenses?

Yes. Funds can be used for any purpose; however, taxes and penalties apply for non-qualified health care expenses

No. You can use the funds only for IRS-approved health care expenses

Is it portable? Yes. You own your HSA. It isn’t tied in with your employment at Westlake

No. Participation ends when you leave Westlake

* Currently, you can carry over up to $500 in unused Health Care FSA funds for use in the following year. This carryover is subject to change in future years, unless you enroll in the Consumer Plan in the following year, in which case funds should be used by year end or else they will be forfeited.

See pages 9 – 10 to learn more about our Health Care and Dependent Care FSAs.

Triple Tax Advantages

The HSA offers you triple tax advantages:

� You contribute to your HSA with tax-free dollars.

� You can use your HSA funds to pay for a variety of eligible medical, dental, vision and prescription drug expenses with tax-free dollars.

� The money in your HSA can grow with tax-free earnings if you choose to invest your account balance. You can review the available investment options by logging into your HSA account at www.wageworks.com.

Please note: If you use your HSA to reimburse yourself for non-qualified expenses, you’ll be taxed on the amount you use. If you’re under age 65, a 20% penalty will also apply. For more on HSAs, see IRS Publication 502 (available on www.irs.gov).

HSA Contribution Limits

The IRS has set 2019 HSA annual maximum contribution limits as follows:

2019 HSA CONTRIBUTION LIMITSHSA contribution limit(Employer + Employee)

$3,500 (if you cover yourself only)

$7,000 (if you cover yourself and one or more dependents)

HSA catch-up contribution(If you’ll be age 55 or older in 2019)

$1,000 (in addition to the limits shown above)

Please note that the above contribution maximums are per household and are inclusive of contributions made to any HSA. You are responsible for making sure the household limit is not exceeded.

Setting Up an HSA

If you elect the Consumer Plan, WageWorks, the HSA administrator, will provide you with information on how to set up and use your HSA. Please note that your HSA contributions can be changed during the year through the Workday online enrollment system at hr.westlake.com/workday.

Reimbursing Yourself for Expenses

Once your HSA has been set up, you’ll be sent a debit card that you can use at the point of purchase for some expenses. For other expenses, you’ll need to pay the expense and then request a reimbursement from your account.

The HSA administrator will provide instructions on how you can reimburse yourself.

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Dental Plan With the Dental Plan, you have the flexibility to receive services from a member of the Delta Dental network or to go to any out-of-network dentist you choose.

Generally, you save money when you use in-network dentists. That’s because they’ve agreed to provide their services at contracted rates that are usually lower than out-of-network rates. In addition, maximum allowed amount limits don’t apply to care received from in-network dentists.

2019 DENTAL PREMIUMS

2019 Monthly Premiums $ 7 (Employee Only)$ 14 (Employee + Spouse)$ 13 (Employee + Child(ren)) $ 26 (Employee + Family)

2019 DENTAL PLAN SUMMARY

IN-NETWORK OUT-OF-NETWORK*

Annual Deductible $ 50 Individual; $ 100 Family

$ 50 Individual; $ 100 Family

Annual MaximumPer person

$2,000

Preventive ServicesUp to two visits per person per calendar year

Plan pays 100% Plan pays 100%

Basic Services You pay 20% after the deductible You pay 20% after the deductible

Major Services You pay 50% after the deductible You pay 50% after the deductible

Orthodontic BenefitsDependent children under age 19 only

You pay 50% after the deductible You pay 50% after the deductible

Orthodontic Lifetime Maximum Per dependent child

$1,500

* For out-of-network services, you pay the amounts shown, plus any charges that exceed the plan’s maximum allowed amount limits.

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Vision Plan Regular vision check-ups can help detect chronic conditions and vision correction needs. With our Vision Plan, you can receive care from any optometrist, optician, ophthalmologist or other licensed and qualified vision care provider. However, you can save money when you receive services from a VSP network provider.

2019 VISION PREMIUMS

2019 Monthly Premiums $ 8.16 (Employee Only)$ 13.03 (Employee + Spouse)$ 13.26 (Employee + Child(ren)) $ 21.41 (Employee + Family)

2019 VISION PLAN SUMMARY

IN-NETWORK OUT-OF-NETWORK

Annual Exam One exam every calendar year

You pay $25 copay Plan reimburses up to $45

Frames Once every calendar year

Plan pays 100%, up to $150 (or up to $170 for featured frame brands)

Plan reimburses up to $70

Lenses Once every calendar year

� Single/Bifocal/Trifocal/Lenticular: Plan pays 100%

� Standard Progressive: You pay $55 copay

� Premium Progressive: You pay $95 – $105 copay

� Custom Progressive: You pay $150 – $175 copay

� Single/Bifocal/Trifocal/Lenticular: Plan reimburses up to $30

� Standard Progressive: Plan reimburses up to $50

� Premium Progressive: Not covered

� Custom Progressive: Not covered

Contact Lenses (Elective)In lieu of lenses and frames benefit; once every calendar year

Plan pays 100%, up to $150 Plan reimburses up to $105

Contact Lenses (Medically Necessary)In lieu of lenses and frames benefit; once every calendar year

Plan pays 100% Plan reimburses up to $210

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Flexible Spending Accounts (FSAs) HOW FSAs WORK FSAs help you lower your taxes by letting you set aside money — on a tax-free basis — to pay for certain eligible expenses. We offer two types of FSA, both administered by WageWorks.

HEALTH CARE FSA* DEPENDENT CARE FSA

Description Allows you to set aside tax-free dollars to pay for eligible health care expenses not covered by your health care plans for yourself and your eligible dependents. Eligible expenses include:

� Health care expenses not reimbursed by your medical, dental, vision or prescription drug coverage — such as deductibles, copays and coinsurance.

� Amounts not covered by your plan due to maximum allowed amount or reasonable and customary (R&C) limits.

For a more complete list, see IRS Publication 502 (available on www.irs.gov).

Allows you to set aside tax-free dollars to pay for eligible dependent care expenses so that you (and your spouse, if you’re married) can work. Eligible expenses include:

� Day care center charges for eligible dependents. � Before- and/or after-school care for eligible dependents. � Day care expenses for an eligible dependent of any age, such as an elderly parent or disabled spouse.

For a more complete list, see IRS Publication 503 (available on www.irs.gov).

Contributions and Limits

If you choose to contribute: � Minimum annual contribution: $250. � Maximum annual contribution: $2,500.

If you choose to contribute: � Minimum annual contribution: $250. � Maximum annual contribution: $5,000 (or $2,500 if you’re married and filing a separate income tax return).**

Eligible Dependents

Your eligible dependents include any family member who can be claimed as a dependent on your federal income tax return.

Your eligible dependents include: � Your children under age 13. � Your spouse or dependent of any age who is disabled and spends at least eight hours per day in your home.

* You can’t contribute to the Health Care FSA if you’re enrolled in the Consumer Plan. However, you may be eligible to contribute to an HSA (see page 5).

** Please note that the $5,000 Dependent Care FSA contribution maximum is per household and is reduced by any contributions you or your spouse (or your spouse’s employer) make to another Dependent Care FSA. You are responsible for making sure the household limit is not exceeded.

You contribute to FSAs through automatic pre-tax payroll deductions. Because your contributions are made before payroll taxes are calculated and deducted, you don’t pay Social Security tax, Medicare tax, federal income tax, or in most areas, state and local income taxes on them.

Because of these tax advantages, the IRS tax code is very strict about how you use your accounts. For example:

� Your Health Care and Dependent Care FSAs are separate. You can’t use money in your Health Care FSA to pay dependent care expenses or money in your Dependent Care FSA to pay health care expenses (including dependent health care expenses).

� With the exception of a $500 maximum Health Care FSA carry over, you forfeit any funds remaining in your account at the end of the year.

� You must enroll each year in which you want to participate. And once you make your enrollment election, you can’t change it until the next year unless you have a qualifying change in status event.

If you elect to participate in an FSA, WageWorks, the FSA plan administrator, will provide you with information on how to use your account.

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REIMBURSING YOURSELF FOR EXPENSES

Health Care FSA

Once you enroll in the Health Care FSA, you’ll be sent a debit card that you can use at the point of purchase for some expenses. For other expenses, you’ll need to pay for the expense and then file a claim for reimbursement from your account.

The full amount of your annual Health Care FSA election is available for reimbursement, even if that amount has not yet been deducted from your pay.

The FSA plan administrator will provide claim-filing forms and instructions.

Dependent Care FSA

For the Dependent Care FSA, you’ll need to pay your dependent care provider and then file a claim for reimbursement from your account.

You’ll be reimbursed only up to the amount that’s in your account at the time the claim is received.

The FSA plan administrator will provide claim-filing forms and instructions.

Life and AD&D Insurance Our life and accidental death and dismemberment (AD&D) program offers important financial protection for you and your family. Composed of both employer-provided and optional voluntary plans, the program gives you the flexibility to tailor your insurance coverage to your individual needs.

2019 LIFE AND AD&D INSURANCE OPTIONS

COMPANY PAID EMPLOYEE PAID

Basic Life Coverage for you

Two times annual base pay, up to $1,000,000 maximum coverage*

Basic AD&D Coverage for you

Two times annual base pay, up to $1,000,000 maximum coverage*

Voluntary Life** Coverage for you

One, two, three, four or five times annual base pay, up to $1,500,000 maximum coverage

Basic + voluntary life coverage is limited to a $2,000,000 maximum

Voluntary AD&D Coverage for you

One, two, three, four or five times annual base pay, up to $1,500,000 maximum coverage

Basic + voluntary AD&D coverage is limited to a $2,000,000 maximum

Voluntary Dependent Life InsuranceYou can choose to cover your spouse only, your child(ren) only or both

For child coverage, each of your dependent children will be covered for the amount you elect

Flat Dollar Amount Options:Coverage for Your Spouse

$10,000$25,000$50,000

Coverage for Your Child(ren)

$ 5,000$10,000

* Coverage in excess of $50,000 (including Basic Life and any Voluntary Life coverage elected) will result in imputed income to the employee. To avoid imputed income, you can choose $50,000 in basic life coverage. If you make this election, your basic AD&D coverage will also be $50,000.

** Evidence of insurability (EOI) may be required for some coverage elections.

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2019 VOLUNTARY LIFE AND AD&D PREMIUMS

Voluntary Life

Monthly premiums for voluntary life insurance coverage are based on your age and whether you use tobacco. You will be required to attest to your tobacco usage status during enrollment.

AGENON-TOBACCO USER

Rate per each $1,000 of coverageTOBACCO USER

Rate per each $1,000 of coverage

Under 25 $0.041 $0.057

25 – 29 $0.048 $0.066

30 – 34 $0.066 $0.074

35 – 39 $0.074 $0.090

40 – 44 $0.082 $0.123

45 – 49 $0.140 $0.221

50 – 54 $0.238 $0.385

55 – 59 $0.426 $0.689

60 – 64 $0.541 $0.738

65 – 69 $1.040 $1.040

70+ $1.690 $1.690

Voluntary AD&D

Rate per each $1,000 of coverage: $0.02

Voluntary Dependent Life

Rate per each $1,000 of coverage:

� Spouse: $0.20

� Child: $0.16

Westlake Scholarship Program The Westlake Scholarship Program is designed to reward academic excellence and encourage the pursuit of higher education by the children of Westlake employees. High school seniors who are children of regular, full-time employees who have at least one year of Westlake service or applicable service credit are welcome to apply.

Educational Assistance Our Educational Assistance Program supports our commitment to your professional and educational development by helping pay for accredited college or university coursework that benefits both you and the Company. Before enrolling in a class, you must complete an application for coursework approval. For details, please reference hr.westlake.com.

Service Awards Program Our service awards recognize your achievement of service milestones as you contribute to our company’s long-term success. The program recognizes employees for every five years of continuous service and honors your impact on your team, our customers and our business.

Best Doctors If you and your eligible dependents are covered under a Westlake medical plan, you can get expert second opinions through Best Doctors to help with your medical decisions. Access services at your convenience, via phone at (866) 904-0910, through the app or online at members.bestdoctors.com.

SurgeryPlus SurgeryPlus gives you access to top quality care while helping you and your covered family members plan and pay for non-emergent surgeries. With SurgeryPlus, you’ll have access to a top tier network of specialized surgeons, while providing you with your very own personal assistant to handle the logistics of planning for surgery. Westlake will waive your coinsurance when you chose to utilize SurgeryPlus to help you pay for high cost procedures. SurgeryPlus is a supplement to your medical plan.

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Disability Benefits Short- and long-term disability benefits provide income protection in the event of illness or non-job related injury.

SHORT-TERM DISABILITY (STD) LONG-TERM DISABILITY (LTD)

Eligibility Eligible employees include full-time Westlake salaried employees and non-represented hourly employees who have completed 60 days of active service and who work at least 30 hours per week.

Elimination period before benefits begin

None 26 weeks of disability

Benefit � 100% of pay for weeks 1 – 6 � 67% of pay for weeks 7 – 26

� Basic option: 50% of pay — the maximum benefit is $10,000/month � Optional buy-up option: 67% of pay (Basic + Optional combined) — the maximum benefit is $15,000/month

Maximum period for payment for disability

26 weeks If disability occurs: � Prior to age 60: Greater of SSNRA or to age 65 (but not less than 5 years)

� At age 60 and over: The maximum benefit duration varies; contact the Total Rewards Team for details

Cost The Company pays the cost The Company pays the cost of the Basic optionThe employee cost for the Optional buy-up option is shown below:

AGE BANDMONTHLY RATE PER $100

COVERED PAYROLL

Under 25 $0.048

25 – 29 $0.057

30 – 34 $0.060

35 – 39 $0.124

40 – 44 $0.171

45 – 49 $0.285

50 – 54 $0.410

55 – 59 $0.570

60 – 64 $0.513

65+ $0.295

Disability benefits will commence when an employee has been absent for one hour or longer with proper notification. Verification from a licensed physician may be required for all disabilities of four days or longer; however, the Company reserves the right to require a physician’s statement at any time.

For purposes of this benefit, a day is generally counted as eight hours of pay and a week is 40 hours of pay. STD and LTD benefits will not count as time worked for purposes of computing overtime. Benefit payments will be reduced by any other payments received from Workers Compensation, Social Security or any other statutory benefit. Benefits will not be paid for lost time resulting from intentionally self-inflicted injuries; use of drugs, narcotics or stimulants unless prescribed by a physician; commission of a felony; condition resulting from gainful employment outside of the Company or its subsidiaries; or failure to take a physical exam or follow prescribed treatment.

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401(k) Plan The 401(k) Plan is a defined contribution plan designed to help you establish a savings program to supplement your retirement income from Social Security.

The Plan offers you many advantages:

� Employee Contributions — You can make pre-tax and/or Roth after-tax contributions from your eligible compensation. The maximum limit for deferrals for 2019 is $19,000. If you are age 50 or older before the end of the 2019 calendar year you can defer an additional $6,000 in “catch-up” contributions. Contribution limits are subject to change per IRS guidelines.

� Company Contributions — Your employer will match 100% of your contributions (up to 4% of your pay) every payday when you make your contribution. Eligible compensation includes base pay plus overtime, up to IRS limits, and excludes bonuses.

� Vesting — If you leave the company for any reason, you will receive the full value of your contributions and the employer match in your 401(k) account.

For More Information This guide is a brief summary of some of the benefits available to Westlake employees. If you have questions about your 2019 benefits, please visit hr.westlake.com or contact your local HR department. You can also call or email the Total Rewards Team at (800) 284-0270 or [email protected].

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This guide is intended to be a brief summary of benefits provided by Westlake Management Services, Inc. Should there be any discrepancies between this guide and the Master Plan Documents and/or official Company Policies and Procedures, the Master Plan Documents and/or official Company Policies and Procedures will prevail. Westlake Management Services, Inc. reserves the right to amend, change or terminate its benefit plans and programs at any time without notice, at its sole discretion. Nothing in this guide creates an employment contract between Westlake Management Services, Inc. or its subsidiaries or affiliates and any employee.

October 2018Building Products Non-Union

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