About the Program

Team Members can take advantage of adoption assistance for qualified expenses. Bloomin’ Brands provides financial assistance up to $4,000 (or $6,000 for a special needs child).

Qualified expenses include:

• Licensed adoption agency fees
• Related legal costs
• Home placement studies
• Charges for reasonable domestic transportation to obtain physical custody

To be eligible for adoption assistance, the child you are adopting must be under the age of 18 and may not be a relative or stepchild.

Requests for Reimbursement

Requests for reimbursement for adoption expenses must be made within the 90 days after the adoption is finalized.

To request a reimbursement, complete the Adoption Assistance Reimbursement Form and then submit the form and supporting documentation, as directed at the bottom of the form.

About the Program

Business Travel Accident (BTA) insurance covers certain injuries or a death resulting from an accident that happens while you are traveling for business.

This benefit is equal to your annual salary, up to a maximum of $500,000. It does not cover accidents that may occur while you’re traveling between your home and work. Other benefits, if experienced or related to a covered injury that occurs while traveling for business:

• Identity theft protection
• Carjacking
• Coma
• Home alteration or vehicle modification
• Medical evacuation or repatriation
• Medical expense
• Natural disaster
• Psychological therapy
• Rehabilitation expense
• Seat belt and occupant protection device
• Travel assistance

Resources

• Bloomin’ Brands Travel Assistance Card
• Bloomin’ Brands Business Travel Program Overview

What is FMLA?

The Bloomin’ Brands Family and Medical Leave Act (FMLA) policy may provide unpaid, job-protected leave if you are unable to work because of a serious health condition, you need to care for someone in your life, or another qualifying reason below.

FMLA provides an entitlement of up to 12 weeks of job-protected, unpaid leave during any 12-month period to eligible Team Members. Per the policy, leave may be taken all at once or intermittently as the medical condition requires.

Eligibility Requirements

Only eligible Team Members are entitled to take FMLA. You are considered an eligible Team Member if you:

• currently work for a covered employer, which Bloomin’ Brands is;
• have worked for Bloomin’ Brands for at least 12 months within the past 7 years;
• have at least 1,250 hours of service with Bloomin’ Brands during the 12 months immediately preceding the leave; and
• work at a location where Bloomin’ Brands has at least 50 Team Members within 75 miles.

What Reasons Qualify for FMLA?

• Birth and care of your newborn child.
• Adoption or foster care placement of a child with you.
• To care for an immediate family member who has a serious health condition. An immediate family member is considered a spouse, child, or parent, including an individual who stood in loco parentis to you.
• To care for your serious health condition.
• A qualifying urgent situation related to your spouse, child, or parent’s foreign deployment.
• To provide care for an injured or seriously ill service member or veteran; up to 26 weeks of leave is available for this purpose.

Your Benefits Coverage on Leave

FMLA requires that your group health benefits be maintained during the period of leave, as long as premiums are being paid. While you are out on approved FMLA, you will be credited for your leave during the next benefits eligibility review.

How to Request Leave

Need to request leave? Follow these steps:

• If you go on a leave of absence (LOA) or have a planned upcoming leave for three (3) or more days, report this to Bloomin’ Brands as soon as possible to determine if your situation qualifies for FMLA.
• To report leave, contact your manager, and your manager will submit a leave request via BBI Connect.

Important: Make sure your address is up-to-date in Workday so that you don’t miss important communication regarding your leave.

About the Program

Bloomin’ Brands is proud to offer a meal comp benefit program to all Team Members.

• Salaried employees receive comp privileges at any of the Bloomin’ Brands company of restaurants.
• Keep track of your quarterly spend via Workday in the “Employee Comp Card Reports” section.
• Unused quarterly allocations will not be rolled over.

*Group Vice Presidents and above are not eligible.

Requirements

Keep in mind important requirements for meal comps:

• It is required that you leave your BBI server a minimum of 20% gratuity on the pre-comp balance, a 10% minimum on carry out, and/or a 15% minimum for delivery. Failure to do so will result in loss of comp privileges.
• Make sure you have your scannable meal comp card with you. If you do not have your card present or the Team Member is not present at the time of payment, another form of payment will be expected for the full price of the meal. If another form of payment is used as a result, please note that the bill will not be reimbursable.

Exclusions

The following offerings are not applicable to the meal comp program:

• Catering meals/services
• Alcoholic beverages are not included in the comp privilege — it is a personal expense
• Stadium/concession stands
• Airport locations
• Franchised locations
• International locations

Core Life Insurance pays a benefit if you die as a result of a covered illness, injury, or accident.

• Bloomin’ Brands pays the premium for your coverage.
• Coverage begins on your hire date, or your date of promotion or transfer into a benefits-eligible position.
• Your coverage amount is equal to your annual base salary, rounded to the next higher $1,000. The maximum coverage is $1,000,000. If you are age 65 or older, your coverage will be reduced to 65%, 40%, or 25% of your original coverage amount, depending on your age.

Core Accidental Death and Dismemberment (AD&D) Insurance pays benefits if you suffer certain accidental injuries or death resulting from a covered accident.

This benefit is in addition to any Core Life Insurance benefit that may be payable.

• Bloomin’ Brands pays the premium for your coverage, and coverage begins on your hire date, or your promotion into a benefits-eligible position. salaried, Sous Chef, MIT, GEDM, or Flex Manager position.
• Core AD&D coverage, equal to your annual base salary rounded to the next higher $1,000, is called the Principal Sum. The amount of benefit you receive when you have a covered claim will range from 25% to 100% of the Principal Sum depending on the loss you experience (e.g., loss of a thumb and index finger would pay 25% while loss of both arms and legs would pay 100%).

Plan Information

You have the option to purchase additional Life and AD&D insurance by setting up a convenient payroll deduction. You can also elect coverage for your spouse and eligible children.

• Your Coverage: $20,000 increments to $1,000,000 maximum.
• Spousal Coverage: $10,000 increments to 100% of your coverage up to $500,000.

Enrollment & Evidence of Insurability (EOI)

If you choose to enroll in supplemental coverage when you first become benefits-eligible, you may elect coverage up to the guaranteed issue amount without Evidence of Insurability (EOI).

You will be required to provide Evidence of Insurability (EOI) for the following situations:

• Electing coverage over the guaranteed issue amount.
• Increases in coverage.
• Coverage elected after you were first eligible.

When you elect coverage under one of the three situations above, New York Life will mail and email you instructions on how to complete an Evidence of Insurability (EOI) Form. Your coverage will begin once approved by New York Life Medical Underwriting.

Loss of Coverage & Portability

If you lose coverage under this plan following termination or if you lose benefits eligibility, you may have the option to port your coverage to an individual policy. For more information, please review the Portability Form.

Refer to the information below for guidance on how to file a Life or AD&D claim with New York Life.

• How to File Claims
• Life & AD&D Claims Form