Voluntary Benefits

1. Voluntary Benefits PEBA Benefits 102 “More than Just Medical” June 25, 2008

2. What is This Guy Talking About? • Why2 offer Voluntary Benefits • Where does it fit in to Strategy • Programs Available • Implementation • Communications • What Role does VB play @ Comcast • Our Portfolio • What do our Employees Choose • Communications • What’s Next 2

3. Why? Value to Employees • Price—Provides valued benefits to employees at more competitive rates than what they could otherwise receive • Access—Offers employees access to benefits/services their families want/ need • Convenience —Makes available multiple convenient and easy communications channels for employees to select their benefits and when it best fits into their schedule

4. Why? Value to Employers • Retaining quality employees is a top objective for many employers • 65 percent of employers believe benefits play a very important role in employee retention* • Benefits drive employee loyalty and retention • 45 percent of employees say benefits are an important reason why they remain with their current employer* • Voluntary benefitsoffer employers a way to enhance their benefits portfolio • Comprehensive/consolidated offering allows employers to do more with fewer resources • Offers employees more value at no additional cost to the employer

5. Strategic Placement The goal is to recommend new voluntary benefits and/or enhanced benefit options that would help address the work/life balance needs of our employees • Voluntary Benefits fill gaps in core benefit plans • Voluntary can create a soft landing when trying to communicate plan increases in other areas • Offering a wide range of plans will help address the individual needs of your diversified workforce • Voluntary programs are recently tied to client branding and wellness initiatives

6. Programs Available • Auto/Homeowner’s Insurance • Permanent Life • Long-term Care Insurance • Legal Plan • Pet Insurance • Identity Theft Protection • Critical Illness • Accident Coverage • Mortgage Programs • Limited Medical (Mini –Med)

7. Implementation • Keep it simple – For Everyone….it’s Voluntary Benefits!! • Other benefits are still the focus • Employees need choice but don’t want to confuse the option • Consider Timing • Open Enrollment vs. Off-cycle Enrollment • Technical Interfaces • Payroll • Enrollment Systems (i.e., Single sign-on, links)

8. Communications • Set the framework of how you want the communications to be structured within your corporate culture • Engage front-line supervisors and/or human resource representatives • Often the best way to remind the employee about these value added benefit is in the decision window • Focus communication’s to the home for other family members • Many benefits focus directly on other family members

9. Voluntary Benefits @ Comcast

10. Comcast’s Administration • Administered by Marsh Voluntary Benefits on the PersonalPlans® platform • Transitioned platform 1/1/2007 • One-stop shop for employees and streamlined administration • Handled outside of standard enrollment process

11. Comcast’s Portfolio • Auto/Homeowner’s Insurance • Long-term Care Insurance • Legal Plan • Pet Insurance • Identity Theft Protection • Mortgage Programs

12. Who’s Enrolling • Enrolled Employees • Auto* 2,700 • Homeowners* 1,137 • Pet Insurance 1,578 • Mortgage Program • In 2007, 650 employees closed on a mortgage @ avg. of $225,000 *Overall close ratio for Auto/Home was nearly 60% 12

13. Communication • Prominently displayed in all of our Benefit Communications: • New Hire/Open Enrollment Guide • TeamComcast Intranet site • Home Mailings/Postcard campaign • Flyers in our Field locations • Part of our Total Reward Mailings

14. Plans for the Future • Critical Illness Insurance & Accident Insurance • To supplement our disability program to help bridge any financial Gaps because of illness or injury • Mortgage Assistance • Providing financial assistance to first time homebuyers to assist with closing costs

15. Questions