Executive Officers' Separation and Hiring Costs	9 Months Ended
Executive Officers' Separation and Hiring Costs	Oct. 03, 2015
Compensation Related Costs [Abstract]
Executive Officers' Separation and Hiring Costs	Executive Officers’ Separation and Hiring Costs Separation and hiring costs related to the Company’s executive officers include payroll taxes, certain benefits and related professional fees, all of which are recorded as a component of selling, general and administrative expenses. For the quarter and nine months ended October 3, 2015, the Company recorded $0.7 million and $0.8 million, respectively, of separation and hiring costs, primarily relating to amounts payable to the Company’s former executives for separation costs incurred in prior years. Separation and hiring costs were $0.3 million and $3.1 million for the quarter and nine months ended September 27, 2014, respectively, primarily relating to changes in the Company’s management, including the resignations of Jerry W. Burris, former President and Chief Executive Officer, David S. Nagle, the former Chief Operations Officer, AMI Distribution and Services, Robert C. Gaydos, former Senior Vice President, Operations and Paul Morrisroe, former Senior Vice President and Chief Financial Officer. Separation and hiring costs for the quarter and nine months ended September 27, 2014 also include costs incurred for the hiring of Dana R. Snyder, Interim Chief Executive Officer and the appointment of Brian C. Strauss, President and Chief Executive Officer, as well as the hiring of William Topper, Executive Vice President, Operations, and Scott F. Stephens, Executive Vice President and Chief Financial Officer of the Company. As of October 3, 2015, the remaining balance payable to the Company’s former executives for separation costs was $0.5 million, which will be paid at various dates through 2016.

The entire disclosure for compensation costs, including compensated absences accruals, compensated absences liability, deferred compensation arrangements and income statement compensation items. Deferred compensation arrangements may include a description of an arrangement with an individual employee, which is generally an employment contract between the entity and a selected officer or key employee containing a promise by the employer to pay certain amounts at designated future dates, usually including a period after retirement, upon compliance with stipulated requirements. This type of arrangement is distinguished from broader based employee benefit plans as it is usually tailored to the employee. Disclosure also typically includes the amount of related compensation expense recognized during the reporting period, the number of shares (units) issued during the period under such arrangements, and the carrying amount as of the balance sheet date of the related liability.