Our company was founded on innovative ideas,

and our success is dependent upon talented

employees with a commitment to excellence.
What you need to know about coming to
work for Laitram.
LAITRAM, L.L.C.
Over the last four decades,
Intralox, L.L.C., has grown from
a small conveyor belt manu-
facturer into a global provider
of conveying solutions. During this time, it has developed
a worldwide reputation for ethical and responsible business
practices and maintained its founders commitment to treat-
ing employees, customers, and suppliers with honesty, fairness,
and respect.
Intralox manufactures and markets the most versatile line of
modular plastic conveyor belts on the market, in addition to
other patented conveying technologies. Intralox conveying
solutions are used globally in food and beverage processing,
tire manufacturing, materials handling, and warehousing/dis-
tribution applications.
In support of its commitment to providing all customers
with world-class service and value-adding solutions, Intralox
maintains a global field sales force, a sales engineering staff,
multi-lingual customer service representatives, and assembly
locations in the US, the Netherlands, United Kingdom, Japan,
Australia, Brazil, and China.
Laitram Machine Shop, L.L.C. sup-
ports new product development and
produces cost effective components
for the Laitram divisions and select
outside customers.
Skilled machinists operate CNC mills, lathes, and several con-
ventional lathes and mills.
Technical personnel are proficient with current versions of
design software, and a rigorous quality assurance program
ensures the parts produced meet the customers specifications.
The use of advanced finite capacity software ensures that parts
are delivered when needed.
In 1946, James Martial (J.M.)
Lapeyre invented a shrimp peeling
machine that revolutionized the
shrimp processing industry. Over the next four decades, J.M.
invented modular plastic conveyor belting, a digital magnetic
compass, and an industrial safety stair. When he died in 1989,
J.M. had 191 U.S. patents in his name. These inventions not
only created the divisions of Laitram, but defined entire new
industries as well.
Today, with four operating divisions - Intralox, L.L.C.,
Laitram Machinery, Inc., Lapeyre Stair, Inc., and the Laitram
Machine Shop, L.L.C. - Laitram employs more than 1,550
people worldwide and remains committed to innovation and
continuous improvement.
The corporate support group of Laitram provides professional
services to the four divisions. These centralized services include
accounting, information systems, human resources, legal,
advertising, safety, and maintenance.
By combining these departments into the corporate group,
Laitram can provide high levels of expertise while maintaining
the flexibility and efficiencies of internal resources.
Lapeyre Stair, Inc.,
organized in 1981,
manufactures and sells
alternating tread space-saving stairs, metal stairs for industrial
and commercial use, and assorted platforms and mobile stairs.
The alternating tread stair is used in various applications
including mezzanines, catwalks, conveyor crossovers, cranes,
drilling rigs, pits, tanks, and machinery access.
TM

Laitram Machinery, Inc. is a company founded on innovation
and patented ideas, beginning in 1949 with the introduction
of the worlds first automatic shrimp peeler.
Over the years, the product line has grown to include equipment
for shrimp processing, shellfish cooking, and chilling.
Our worldwide network of service centers in the U.S., Canada,
and Europe offers equipment installation and maintenance
services and maintains extensive spare parts inventories.
With experiences from the past, an eye on the future, and a
global perspective, Laitram Machinery continues to contribute to
the food processing industry by providing innovative technology,
quality equipment, and superior service.
Our Divisions
In order to serve our individual interests, the shareholders and employees of Laitram agree to combine
our resources to make them more productive than they would be apart. This philosophy is consistent
with our individual values. We agree to practice these principles for our mutual benefit.
CUSTOMERS /PROFITS
We agree to provide our customers the most competitive values while generating the profits needed to
continuously improve our products and services.
PRODUCTIVITY
We agree to continuously improve Company productivity. Productivity is defined as increasing value
to our customers or reducing Company costs. Productivity is a result of ideas, teamwork and effort.
IDEAS
We agree to listen to each others ideas. Our business can continuously
be improved with better ideas. Ideas can come only from people.
TEAMWORK
We agree to work as a team. We benefit from each others success. We
will treat customers, suppliers and each other as we expect to be treated:
with respect, honesty and fairness.
EFFORT
We agree to serve as positive examples for each other. We will take pride
in and show enthusiasm for our work. We will strive to have fun at
work. When necessary, we will make short-term personal sacrifices to
benefit our long-term interests.
CREDIBILITY/SELF-MANAGEMENT
We agree to be responsible for our own credibility. Our maximum productivity can be achieved only
through self-managed people. We will each be self-managed. Self-managed people are our greatest
resource.
COMPENSATION
We agree to be compensated based on individual and Company performance. We will not ask for more,
or be asked to accept less, than we have earned. Each of us will share in the benefits created by our
efforts, but only in accordance with the value of our individual contributions.
THE LAITRAM
BUSINESS PHILOSOPHY
Our Philosophy
THE LAITRAM COMPENSATION SYSTEM
Our compensation philosophy is to pay employees based on:
1) the value of a persons contributions to the Company; and
2) the success of the Company.
Our compensation goal is to provide each employee a
package - base pay, benefits and, in some areas, production
incentives - that is competitive with the market. In addi-
tion, each individual has the opportunity to significantly
increase total compensation by sharing the Companys suc-
cess through outstanding individual performance.
LAITRAM COMPENSATION TERMS
BASE PAY: For most jobs, an employees base pay is deter-
mined by the market value. Base pay is then set within this
market value range.
Our system of determining base pay and the role base pay plays
in total compensation varies based on an individuals job func-
tion and department assigned.
MARKET VALUE: We determine a range of market value by
using wage surveys, networking with similarly based com-
panies, and evaluating qualifications and pay of incoming
applicants, etc.
MERIT INCREASES TO BASE PAY: An employee who takes on
significant additional responsibilities or learns skills that
would increase that employees value to the Company and
in the marketplace may be given a raise in base pay.
STANDARD INCREASE TO BASE PAY: Wages are reviewed each
year. An employee who is properly paid and continues to
meet the standards of the position may be given an annual
increase in the range of the consumer price index. Annual
increases are not guaranteed.
PERFORMANCE REWARD PROGRAMS
The types of Individual Performance Reward Programs
include:
COMMISSION SALES: The Commission Sales Incentive
Program varies from Division to Division due to the type
of product and profit margins in that Division. Therefore,
if you are applying for a position in sales, that particular
Hiring Manager can answer any questions concerning this
program. In our commission plans, employees have a better
than average opportunity to earn significant amounts of
incentive pay through high sales in their assigned accounts.
ANNUAL PROFIT INCENTIVE: This amount is determined by
an employees manager. Managers recommendations are based
on an employees individual productivity and contribution
over the past fiscal year. Factors that determine an employees
contribution to the company include productivity,
initiative, and overall value to the Company. The incentive
pool is determined by the Divisions profitability.
PRODUCTION BONUS: Should an employee be eligible to
participate in this program, the bonus is based on a preset
formula of production goals. If a team, department, and/
or individual meets these goals, the incentive or bonus is
distributed.
QUARTERLY INCENTIVE: Those employees not eligible for
production- or commission-based incentives participate in
the Quarterly Incentive program. Eligibility for quarterly
incentives begins after six months of service. Typically, the
incentive is determined by the Planning Committee and is a
percentage of base pay. Quarterly incentives have traditionally
been paid in February, April, July, and October.
REVIEW PROCESS
To ensure the success of these programs, Laitram, through
its Planning Committee, meets periodically (based on the
program) and reviews certain components of the plan.
Laitrams Compensation System is a discretionary bonus
plan. It is not an employment contract, nor does it guarantee
payments to its employees.
INCENTIVES
(ANNUAL, QUARTERLY, PRODUCTION AND/OR COMMISSION BASED)
+
+
=
FRINGE BENEFITS
(MEDICAL, DENTAL, LIFE, 401(k), DISABILITY, ETC.)
TOTAL EMPLOYEE COMPENSATION
THE LAI TRAM PAY PLAN
BASE PAY
Compensation
EMPLOYEE BENEFITS
Benefits are a significant part of an employees total compensation
at Laitram. When applicants review job opportunities, they often
leave these fringe benefits out of the decision-making process.
Our benefits program is outstanding. Please take the time to
review what is offered and direct your questions to the Human
Resources Department.
In addition to providing the required benefits of Social
Security (FICA), Unemployment Compensation, and
Workers Compensation Insurance, the company provides the
following additional benefits.
BENEFITS PROVIDED AT NO COST TO THE EMPLOYEE
There is a waiting period from date of hire to participate in
these plans. An eligible employee will be covered as of the first
of the month following two months of service unless otherwise
noted. Employees working less than 30 hours per week are not
eligible to participate in some benefits programs.
LIFE INSURANCE:
Term life insurance at two times annual base pay, up to
$300,000 maximum. Dependent life insurance is also
available at no cost for spouse and/or children: $5,000
for a spouse and $2,000 for each child. Employees may
also purchase additional voluntary life insurance through
payroll deductions.
SHORT TERM DISABILITY:
Short Term Disability is provided to ensure that employees
have some level of protection against extended illness
or injury. Employees are eligible for this benefit upon
completing 60 days of employment. After a 10-day wait-
ing period, employees receive full base salary for up to
180 calendar days for extended illness, subject to medical
verification.
LONG-TERM DISABILITY:
After 180 consecutive days of illness and subject to
medical verification, an employee receives up to 60% of
pay if an employee is disabled.
LONG-TERM CARE INSURANCE:
Eligible employees are covered by a Long-Term Care
insurance plan that provides a base benefit of $1,000
per month for up to twenty-four months. Laitram
covers the employee up to this amount; additional buy-
up insurance is available during future open enrollment
periods.
EMPLOYEE PAID BENEFITS
MEDICAL AND DENTAL INSURANCE:
Laitram provides the opportunity for employees to purchase
comprehensive Medical and Dental Insurance (employee
only or family) through a Shared Cost Benefit Program.
Through this approach, the Company shares with each
employee, who elects to purchase medical and/or dental
insurance, the cost of that insurance. While premiums may
change from year to year, Laitram is proud that it has con-
sistently been able to share, in a very equitable way, the cost
of health care insurance for its employees.
Employees may purchase coverage under each policy that
begins on the 61st day of employment. The employees
portion of the premium for medical and/or dental insurance
is made through a pre-tax payroll deduction.
EMPLOYEE ASSISTANCE PROGRAM:
This program offers information and resources that can
help employees and their families identify and resolve
problems affecting emotional and physical health, and is
available 24 hours a day, 7 days a week.
FLEXIBLE SPENDING ACCOUNTS:
An employee may participate in these plans the next open
enrollment period following their hire date. Typically,
open enrollment is held in November for a January 1st
effective date.
MEDICAL SPENDING ACCOUNT: Allows an employee to
pay for certain medical expenses that are not covered
by either a Medical or Dental plan with pre-tax dollars.
Subject to IRS guidelines.
DEPENDENT SPENDING ACCOUNT: Allows an employee
to pay for certain dependent day care expenses with
pre-tax dollars. Subject to IRS guidelines.
INCENTIVE SAVINGS PLAN 401(K)
Through automatic payroll deduction, employees may make
voluntary contributions of up to 60% of the employees eligible
Benefits
compensation. Contributions are subject to an annual dollar
limit set by the IRS. Employees become eligible to participate in
the Plan on the first day of the month following the six-month
anniversary of their date of hire. The Company will match the
employees contributions on a dollar for dollar basis, up to 4%
of the employees eligible compensation. The employee is fully
vested in the amounts that are voluntarily contributed to the
Plan and in the amounts that are matched by the Company.
The Company also makes a non-discretionary contribution to
the Plan in each employees name. The contribution is called
nondiscretionary because the Company has an obligation to
make the contribution without regard to its profits or business
conditions and without regard to whether the employee is
making voluntary contributions to the Plan. The amount of
this contribution is equal to (a) 3% of the employees eligible
compensation, and (b) 2.7% of the employees eligible com-
pensation in excess of the Social Security wage base. To receive
this contribution, the employee must be eligible and employed
on the last day of each plan year (December 31).
Nondiscretionary contributions are subject to the following
vesting schedule:
Years of Service Vested Percentage
Less than 2 years 0%
2 years, but less than 3 years 25%
3 years, but less than 4 years 50%
4 years, but less than 5 years 75%
5 years or more 100%
Fidelity Investments manages the Plan. Employees can invest
in many different Fidelity and non-Fidelity-managed funds.
SICK LEAVE AND PERSONAL TIME
Certain employees are eligible for benefits based on their classi-
fication and the amount of hours they work (full or part-time).
This benefit provides for paid time off in case of illness of an
employee, a family member, funeral leave or other personal
emergency. A pro-rated amount is available for part-time
employees who qualify.
Hourly Employees: 3.08 hours per pay period is accrued for
the first calendar year of employment. Beginning January 1st
following the date of hire, employees receive 10 days of sick/
personal time per calendar year. Any unused sick leave at the
end of a calendar year is paid to the employee. There is no
carry over.
Salaried Employees: Do not accrue sick leave. However, time
off is available for this purpose at the supervisors discretion and
in accordance with Company guidelines. There is no waiting
period for this benefit.
VACATION
The Company grants paid vacations to all eligible employees.
Under our vacation plan, no vacation time will accrue during an
employees initial six (6) months of service with the Company.
If an employee has completed six (6) months of service, the
employee will earn the following vacation time depending on
his classification:
Full-time employees 40 hrs
Class III Part-time employees (30-37.5 hrs per week) 30 hrs
Class II Part-time employees (21-29 hrs per week) 20 hrs
After 6 months of employment, hourly and salaried employees
accrue vacation at a rate of 3.08 hours per pay period (2 weeks
per calendar year). Upon completion of five years of employment,
hourly and salaried employees begin accruing vacation at 4.62
hours per pay period (3 weeks per calendar year).
A pro-rated amount is available to part-time employees who
qualify.
HOLIDAYS
Laitram sets the holiday schedule at the beginning of every
year. Typically, there are 11 observed holidays. Employees
qualify for holiday pay upon hire.
TUITION REIMBURSEMENT
All full-time employees with at least one year of service with
the Company are eligible to apply for tuition reimbursement.
The Company will pay 100% of the tuition cost of pre-
approved classes, up to a maximum of $1,250 per spring and
fall semesters and up to $625 for the summer semester. For
each semester of study, the Company will also reimburse an
employee an amount equal to 25% of the amount of tuition
that is reimbursed to help defray the cost of textbooks and any
applicable fees. The total amount reimbursed by the Company
during any one calendar year will not exceed $3,125. Courses
that are job-related or will help you be more successful in your
current job are the focus of this program. The Company will
consider courses that are not directly job-related only if they
are required courses in a degree curriculum, where the degree is
clearly job-related.
Benefits
The Laitram Continuous Improvement Program was
developed in 1987 to increase our Companys productivity
by improving each individuals performance. Since the imple-
mentation of this program, our Company has seen significant
growth in sales volume, number of employees, and profitabil-
ity, as well as a significant reduction in employee turnover.
All new employees are trained in the basics of the LCI
program in a one-day program. Periodic refresher classes
are also held. The components of the program include:
THE LAITRAM BUSINESS PHILOSOPHY
Our business philosophy is the foundation for all business
decisions. It sets values and standards that we expect our
employees to use in their dealings with each other, customers,
and suppliers.
PERFORMANCE IMPROVEMENT PLANS
Every employee will establish a Performance
Improvement Plan at the beginning of the fiscal year.
This plan is a written agreement between the employee
and their supervisor which includes both measures of
performance (called indicants) and clear measurable
goals.
PERFORMANCE APPRAISAL AND FEEDBACK
The focus of the Companys performance evaluation
system is to provide clear feedback to every employee
to help insure their success. Each employee has at least
two meetings each year with their supervisor to discuss
performance.
LCI TEAMS
The LCI Program promotes the use of LCI Teams to
continuously improve Company productivity. The
advantages of this approach are:
real problems get identified;
more possible solutions are generated;
better decisions are made; and
the group better supports the results.
Since this effort began, teams have successfully solved
hundreds of problems and identified many opportunities
for improving our processes.
MANAGEMENT ASSESSMENT SURVEY
Once each year, employees are asked to confidentially
evaluate their Managers performance in practicing the
companys business philosophy, setting goals, helping
each individual succeed, etc. The focus of this program is
to provide each Supervisor or Manager with confidential,
constructive feedback to help insure their success.
Continuous
Improvement
To view available job openings, or to apply for a position at
Laitram, L.L.C., please visit www.laitram.com/careers. If
you have questions or need assistance with the application
process, please contact Human Resources at (504) 733-6000.
DIRECTIONS TO LAITRAM
FROM THE INTERSTATE (I-10)
Exit at Clearview Parkway South and continue on Clearview
to the end. At the end of Clearview, Clearview becomes I-90
and goes over the Huey P. Long Bridge. Do not go over the
bridge.
Just before the bridge, Jefferson Highway intersects
Clearview. To get onto Jefferson Highway, veer right (west)
and merge onto Jefferson Highway when you see the
Elmwood Oaks Plaza shopping center to the right.
As you merge onto Jefferson Highway, you will see a sign
to the right indicating that the left lane is for Jefferson
Highway East traffic and the right lane is Jefferson Highway
West traffic. (Note: Jefferson Highway East traffic makes a
U-turn here.)
Get in the right lane and follow the signs labeled Jefferson
Highway West. Once you have passed the Jefferson Highway
East turning lane, immediately get all the way over to the left.
You want to be in the left turning lane at the first stop light.
The stop light marks the intersection of Plantation Road and
Jefferson Highway. Wal-Mart Supercenter is on the left side.
Turn left onto Plantation Road and go to the first stop sign
at Toler Street. Turn left on Toler Street. At the end of Toler
Street, the street curves and becomes Laitram Lane. We are
on the right hand side (200 Laitram Lane).
FROM THE AIRPORT
Go east on Airline Highway to Clearview. At the end of
Clearview, Clearview becomes I-90 and goes over the Huey
P. Long Bridge. Do not go over the bridge.
Just before the bridge, Jefferson Highway intersects
Clearview. To get onto Jefferson Highway, veer right (west)
and merge onto Jefferson Highway when you see the
Elmwood Oaks Plaza shopping center to the right.
As you merge onto Jefferson Highway, you will see a sign
to the right indicating that the left lane is for Jefferson
Highway East traffic and the right lane is Jefferson
Highway West traffic. (Note: Jefferson Highway East traffic
makes a U-turn here and heads back east.) Get in the right
lane and follow the signs labeled Jefferson Highway West.
Once you have passed the Jefferson Highway East turning
lane, immediately get all the way over to the left. You want
to be in the left turning lane at the first stop light.
The stop light marks the intersection of Plantation Road
and Jefferson Highway. Wal-Mart Supercenter is on the left
Interstate 10

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How To Apply
side of the intersection. Turn left onto Plantation Road and
go to the first stop sign at Toler Street. Turn left on Toler
Street. At the end of Toler Street, the street curves and
becomes Laitram Lane. We are on the right hand side (200
Laitram Lane).
FROM JEFFERSON HIGHWAY, HEADING WEST
Go west on Jefferson Highway to Plantation Road, which is
the first street to the left after the Huey P. Long Bridge and
Clearview Parkway exits. There is a Wal-Mart on the east
corner of Plantation Road and Jefferson Highway. Turn left
onto Plantation Road and go to the first stop sign at Toler
Street. Turn left on Toler Street. At the end of Toler Street,
the street curves and becomes Laitram Lane. We are on the
right hand side (200 Laitram Lane).
FROM JEFFERSON HIGHWAY, HEADING EAST
Go east on Jefferson Highway to Plantation Road, which is
the last street to the right before the Huey P. Long Bridge
and Clearview Parkway exits. There is a Wal-Mart on the
east corner of Plantation Road and Jefferson Highway. Turn
right onto Plantation Road and go to Toler Street. Turn left
on Toler Street. At the end of Toler Street, the street curves
and becomes Laitram Lane. We are on the right hand side
(200 Laitram Lane).
FROM RIVER ROAD, HEADING WEST
Going west on River Road, turn right onto Laitram Lane,
which is the first street past the Huey P. Long Bridge.
The second street is Toler Street. We are on the left (200
Laitram Lane) at the corner of Storey Street and Laitram
Lane.
FROM RIVER ROAD, HEADING EAST
Going east on River Road, turn left onto Laitram Lane,
which is the last street before the Huey P. Long Bridge. We
are on the left (200 Laitram Lane) at the corner of Storey
Street and Laitram Lane.
Interstate 10

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INTL. AIRPORT
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To Downtown New Orleans
Note:
CLEARVIEW becomes US 90
and goes over Mississippi River.

90

61

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How To Apply
Laitram, L.L.C. Divisions:
Laitram Machinery, Inc. Laitram Machine Shop, L.L.C.
Intralox, L.L.C. Lapeyre Stair, Inc.
2011 Laitram, L.L.C 52142_ENGLISH