2011 US Benefits Overview For Colleagues on the Legacy Hewitt Plan

1. 2011 US Benefits OverviewFor Colleagues on the Legacy Hewitt Plan

2. Agenda • Benefits • Health and Welfare Plan • Retirement and Savings Plan • Paid Time Off • Additional Benefits • Resources • Who to Contact • Legal Information • Disclosure • Aon Hewitt Password Notice • Special Enrollment Rights Notice • Women’s Cancer Coverage Notice • Aon Hewitt Safe Harbor Notice

3. Health and Welfare Plan

4. Health and Welfare Plan—Enrollment • Enrollment window is open 31 days from your date of hire • For regular, full-time colleagues, most benefits are effective on your date of hire • For regular, part-time colleagues scheduled to work at least 24 hours per week, benefits are effective on the first day following 3 months of service • You will be enrolling for coverage that’s effective your hire date through December 31, 2011 • You Can Enroll 1 of 2 ways: • Online via Your Benefits Resources™ (YBR) website www.resources.hewitt.com/hewitt • By phone, via the Benefits Resource Center at 1-888-2HEWITT (1-888-243-9488); representatives are available Monday - Friday 8:00 am to 4:30 pm Central Time

5. Health and Welfare Plan—Enrollment (continued) • If you do not enroll by midnight, on the 31st day of your hire date, you’ll receive the following default coverage retroactive to your hire date: • Aetna HealthFund Medical Plan option for you only (the cost of this plan is $30 per paycheck) • Basic Life, AD&D, and LTD (there is no cost for this coverage) • If you’d like to decline medical coverage, you must select “no coverage” in the benefits enrollment event on the YBR web site or by contacting the BRC within 31 days of your hire date • During the year, a qualified status change (life event) may allow certain enrollment changes if you make your request within 31 days of the event • You will be allowed to make changes to your coverage for the next plan year during annual enrollment which typically occurs at the end of November each year

6. Health and Welfare Plan—Enrollment (continued) • Log on to YBR™ and click “Register as a New User” – you will be prompted: • For the last four digits of your Social Security Number • Your date of birth • To create a user ID • To create a password • To set up security questions • Or, you can call the Benefits Resource Center (BRC) at 1-888-2HEWITT (1-888-243-9488) and you will be prompted: • For the last four digits of your Social Security Number • Your date of birth • To create a password (if it hasn’t been set up yet); This password will be used to conduct transactions with the BRC or through YBR

7. Your Benefits Resources (YBR) Web Site • Your Benefits Resource™ (YBR™) provides easy access to your Summary Plan Descriptions (SPDs) and other valuable resources • To view the plan SPDs, roll your cursor over either the Savings and Retirement tab or the Health and Insurance tab and click on “plan information” • To request a hard copy of any of the SPDs, click on “forms and materials”. • If any personal information (name, date of birth, or address) on the website is incorrect, use the PeopleSoft Personal Data Changer to correct the information • Information is updated within 24 to 48 hours

8. Dependent Eligibility Rules • Definition of an Eligible Child • Your natural-born child • If living with you, your stepchild or the child of your same-sex domestic partner • A foster child • Your legally adopted child or a child placed with you for adoption • A child for whom you’re an appointed legal guardian, as defined by a court order • A child for whom you’re required to provide medical coverage, according to a Qualified Medical Child Support Order, and who is otherwise eligible • Child Age Requirements • You can cover your eligible child until age 26 • You can cover a disabled child as long as he/she • Became disabled before age 26 • Is incapable of self-support because of a mental or physical disability • Is unmarried and financially supported by you • Contact the health plan carrier to get a form to certify your child’s disability

9. Dependent Eligibility Rules (continued) • Spouse Eligibility Rules • Your spouse is the person you’re legally married to under the laws of the state in which you live • Legal spouses include common-law spouses in states that recognize common-law marriages • If your spouse is also an eligible Aon Hewitt, special rules apply • Aon Hewitt also provides coverage for same-sex domestic partners; An affidavit is required and can be found in the HA Forms database • Social Security numbers are required for dependents one year or older • Within 30 days after you enroll your dependents (spouse/partner and/or child(ren)), you’ll receive information about what documentation is needed to verify your dependent’s eligibility, where to send the documentation, and by what date

10. Health and Welfare Plan—Medical Plans • Medical Plans • BlueCross BlueShield PPO • UnitedHealthcare EPO • Aetna HealthFund • Kaiser HMO (in California and Georgia only)

11. Medical Plans—BCBS PPO • Build-your-own option: In-network or out-of-network coverage; in-network offers higher level of benefits and negotiated rates for services through in-network providers • Primary Care Physician (PCP) designation is not required • Preventive care (e.g. annual physical, well baby care, routine screenings)— covered at 100% (no cost) when using in-network providers • You have two annual deductibles to choose from: • $400 individual/$800 family • $1,000 individual/$2,000 family • Once you meet the annual deductible, the plan pays either 90%, 80% or 70% of eligible, in-network expenses (based on your election) • Included with your medical plan enrollment is prescription drug coverage: you pay $5 copay for generic drugs and 30% coinsurance for brand name drugs (up to $50 retail). This coverage is provided through CVS Caremark pharmacy network (medical deductible/coinsurance does not apply) • Behavioral health and substance abuse benefits are included with your medical plan enrollment • Coverage is provided through OptumHealth Behavioral Solutions • Provider network of specialists for this care is separate from the medical plan provider network

12. Medical Plans—BCBS PPO (continued) • You select the deductible and coinsurance/out-of-pocket maximum coverage that work for you. Deductible $400 Individual / $800 Family Deductible $1,000 Individual / $2,000 Family Deductible Coinsurance/Out-of-Pocket Maximum 90% Coinsurance/$1,000/$2,000 Out-of-Pocket Maximum* 80% Coinsurance/$1,500/$3,000 Out-of-Pocket Maximum* 70% Coinsurance/$2,000/$4,000 Out-of-Pocket Maximum* Prescription Drugs $5 Generic / 30% Coinsurance Brand *Does not include deductible

13. Medical Plans—UnitedHealthcare Choice EPO • Must stay in-network to receive benefits • Primary Care Physician (PCP) designation not required; PCP referral not required to see an in-network specialist • Preventive care (e.g., annual physical, well baby care, routine screenings)— covered at 100% (no cost) when using in-network providers • You simply pay a copay for most services when you need care • $20 copay per office visit; $40 copay per specialist visit • $300 hospital and $150 emergency room copays • EPO pays 90% after hospital or emergency room copay and you pay 10% up to $1,500 single or $3,000 family out-of-pocket—then the plan pays 100% • Included with your medical plan enrollment is prescription drug coverage: you pay $5 copay for generic drugs and 30% coinsurance for brand name drugs (up to $50 retail). This coverage is provided through CVS Caremark pharmacy network (medical deductible/coinsurance does not apply) • Behavioral health and substance abuse benefits are included with your medical plan enrollment • Coverage is provided through OptumHealth Behavioral Solutions • Provider network of specialists for this care is separate from the medical plan provider network

14. Medical Plan—Aetna HealthFund with HSA • High-deductible PPO plan—all medical, pharmacy, and behavioral health expenses are first applied to an annual deductible • $1,500 single coverage • $3,000 family coverage • Once you meet the annual deductible, the plan pays 90% of eligible, in-network expenses and you pay 10% up to $1,500 for single coverage and $3,000 for family coverage—then the plan pays 100% of medical expenses (pharmacy separate) • In-network or out-of-network coverage; in-network offers higher level of benefits and negotiated rates for services through in-network providers • Preventive care (e.g., annual physical, well baby care, routine screenings)— covered at 100% (no cost) when using in-network providers • Included with your medical plan enrollment is prescription drug coverage. After you meet the annual deductible you pay $5 copay for generic drugs and 30% coinsurance for brand name drugs (up to $50 retail). This coverage is provided through CVS Caremark pharmacy network. • Behavioral health and substance abuse benefits are included with your medical plan enrollment • Coverage is provided through OptumHealth Behavioral Solutions • Provider network of specialists for this care is separate from the medical plan provider network

15. Medical Plan—Aetna HealthFund with HSA (continued) • A Health Savings Account is included with the Aetna high-deductible health plan. You can use this account to cover your initial expenses applied towards deductible, to pay for (or reimburse you for) medical, pharmacy, dental, and vision expenses • Aon Hewitt contributes to your HSA; funded quarterly, up-front • $750 for single coverage per year (pro-rated—$62.50 per month for the remaining months left in the year) • $1,500 for family coverage per year (pro-rated—$125 per month for the remaining months left in the year) • You may also contribute to the HSA on a before-tax basis up to an annual maximum (including Aon Hewitt’s contribution) • $3,050 for single coverage • $6,150 for family coverage

16. Medical Plans—Kaiser HMO* • Kaiser Health Maintenance Organization (HMO) Plan (medical, pharmacy, and behavioral health) provides access to a network of physicians, hospitals, and specialists • Must stay in-network to receive benefits • Requires Primary Care Physician (PCP) designation and specialist referral • You simply pay a copay for most services when you need care • $15 per PCP/Specialist office visit • $250 hospital and $75 emergency room copays • 100% paid after hospital or emergency room copay • $10 generic/$25 brand prescription drug copays • *Note: Availability based on residence in California and Georgia

17. Medical Plans—Pre-Existing Condition • Pre-existing condition provisions will not apply to • Anyone who has had prior creditable coverage for at least 6 months and has not terminated more than 63 days before becoming eligible to enroll for benefits • Pregnancy, or for a newborn child or child under age 18 who is adopted or placed for adoption as long as the child is enrolled within 30 days of birth, adoption or placement for adoption • Participants enrolled in Kaiser HMO • A pre-existing health condition is one that exists when you become eligible to enroll for benefits; a maximum benefit of $1,000 per condition applies until the earlier of • Six months of benefit eligibility • A 90-day period ending on or after becoming eligible for benefits where there has been no consultation or care for that health condition

18. Prescription Drug Coverage • CVS Caremark is the prescription drug plan administrator for Aetna HealthFund*, BCBS PPO, and UnitedHealthcare Choice EPO medical plans • You pay $5 copay for generic drugs and 30% coinsurance for brand name drugs—up to $50 at retail pharmacy (30-day supply) or $100 for mail order (90-day supply) • You must use the CVS Caremark participating pharmacy network which includes other providers such as Walgreens, Wal-Mart, Rite Aid, etc., along with CVS retailers • You must use mail order or a CVS retailer for maintenance medications (those requiring use greater than 60 days) to avoid a $10 generic or $20 brand penalty (penalty applied after two months filled at retail, 30-day supply) • Under Kaiser HMO, you must use a Kaiser network pharmacy • $10 generic/$25 brand name drug copays will apply • A discounted 90-day supply for maintenance drugs via mail order is available *Note: If covered under Aetna HealthFund medical plan, benefit begins after combined deductible has been met

19. ID Cards—Medical Plans (including Pharmacy and Behavioral Health) • ID cards typically take 2 to 3 weeks to receive after you’ve enrolled in a medical plan; Enrollment information is passed to the carriers every Tuesday • For Aetna, BCBS, and UHC medical plans, you’ll receive two ID cards • One for the medical plan you’ve elected (including behavioral health), and • One for the CVS Caremark prescription drug program • For the Kaiser HMO medical plan you will receive one ID card for medical, behavioral health, and prescription drug coverage • Temporary ID Cards • If you need a prescription filled or to see a doctor before your ID card arrives, log onto YBR™, click on the Health Insurance tab, then the plan link under “Access Your Plans” • You may print a temporary ID card from the carrier’s web site until you receive your card in the mail • If you need assistance, please contact the Benefits Resource Center (BRC) and they can provide group numbers, phone numbers, and other information

20. Due to state laws, out-of-network dental benefits will be the same as in-network dental benefits in six states: Alabama, Georgia, Louisiana, Massachusetts, Mississippi, and Texas MetLife Dental PPO Plan *Age 19 until 23 if full-time student

21. CIGNA Dental HMO Plan In Network benefit only

22. EyeMed Vision Plan

23. ID Cards—Dental and Vision Plans • MetLife Dental doesn’t issue ID cards for the Aon Hewitt plan • Group numbers for this plan are located on the YBR Web site • CIGNA Dental HMO and the EyeMed Vision Core Exam or EyeMed Vision Core Plus plan cards arrive within 2 to 3 weeks after enrollment

24. 2011 Medical Plan Price Tags • Per Paycheck Price Tags are shown below for full-time colleagues; Deductions are taken pre-tax on the remaining paychecks in the year(paid bi-weekly—26 paychecks total per year)

25. 2011 Dental and Vision Price Tags • Per Paycheck Price Tags are shown below for full-time colleagues; Deductions are taken pre-tax on the remaining paychecks in the year(paid bi-weekly—26 paychecks total per year)

26. Flexible Spending Accounts • Health Care Account* • You may contribute up to $5,000 per year (pre-tax) under Aon Hewitt’s plan. The election you make will be spread over the remaining paychecks left in the year • You can receive tax-free reimbursement for eligible expenses not reimbursed under medical, dental, vision plans, or prescription medications for you and your family members • Expenses can be paid using Aon Hewitt’s YSA™ (Your Spending Account™) debit card (with $150 minimum goal amount) • Expenses under Aon Hewitt’s plan must be incurred from your hire date through December 31st and claims must be submitted by March 31st of the following plan year • Any unused balances are forfeited • Expenses must be for yourself, your spouse, or dependents that you provide at least 50% financial support in order to be eligible (expenses for domestic partners are not eligible) • *If you are participating in the Health Savings Account (Aetna HealthFund medical option), this plan is limited to dental and vision expenses

27. Flexible Spending Accounts (continued) • Dependent Care Account • You may contribute up to $5,000 per year (pretax) or $2,500 if married—filing separately (special rules apply if spouse earns less than $5,000 per year or is a full-time student) • If you were contributing to this plan through another employer, you cannot exceed $5,000 for the entire year so you’ll want to subtract year-to-date contributions from the $5,000 annual maximum and the difference is what you can elect under Aon Hewitt’s plan • You may change annual election amount if you have a qualified family status change during the year and the change is consistent with reason for change • Dependents must be a child under age 13 for whom you claim a dependency exemption, a disabled dependent or a disabled spouse • Expenses under Aon Hewitt’s plan must be incurred from your hire date through December 31st and claims must be submitted by March 31st of the following plan year • Any unused balances are forfeited

28. Flexible Credits—Choose Health Credits • Choose Health Credits are provided by completing a Health Risk Questionnaire (HRQ) and taking biometrics (blood tests); participation in the wellness program encourages and promotes healthy behaviors • Per Paycheck amounts are shown below • Based on 26 pay periods during the year • You’ll receive the pay period credit amount on the remaining pay periods left in the year. *Part-time colleagues who have completed at least 3 months of service and are currently scheduled to work 24 hours or more per week are eligible

29. Flexible Credits—Choose Health Credits (continued) • Completing the biometric testing is available in two ways: • Make an appointment with an on-site clinic (Lincolnshire, The Woodlands, Orlando, or Charlotte) • Contact IHS at 800-840-6100 and request a "Test on Demand" kit. This kit will arrive at your home in five to seven days and will contain instructions on how to locate a local LabCorp® site. There is no need for an appointment with LabCorp®, as they are drop-in centers. • Getting to know your numbers (cholesterol, glucose, blood pressure, etc.) is the first step in your wellness program.

30. Life Insurance • Basic Life • Coverage provided up to 1 times your annual base pay (rounded to nearest $1,000) • Company-paid • Value of insurance over $50,000 subject to imputed income • Optional Life • You may purchase additional coverage in increments of up to 4 times your base pay (you pay after-tax) • After initial election (within 31 days of your hire date), can increase coverage one level at a time without Evidence of Insurability (EOI) for total coverage under $500,000 (anything over $500,000 requires EOI and going from no coverage to coverage at a later date requires EOI) • Spouse Life & Child Life • You may purchase up to $100,000 for spouse/partner (increments of $25,000) • Cannot exceed 50% of your total coverage (basic + optional) • EOI applies to the $75,000 and $100,000 coverage levels • You may purchase up to $25,000 for dependent children (increments of $5,000) • You pay on an after-tax basis

31. Accidental Death & Dismemberment Insurance • Accidental Death & Dismemberment (AD&D) • Coverage provided up to 1 times your annual base pay • Company-paid • Provides 24-hour protection; not limited to work hours/activities • Optional AD&D • You may purchase additional coverage for yourself, spouse/partner, and dependent child(ren) (you pay on an after-tax basis) • Optional coverage available for 1 to 6 times your annual base pay • Optional coverage for spouse/partner is 50% of your benefit • Optional coverage for dependent child(ren) is lesser of 20% of your benefit or $10,000 • Be sure to designate a beneficiary for your Life, LTD and AD&D coverage, and optional AD&D, if purchased • Maximum coverage for Life and AD&D is $2M for each plan

32. Group Legal Plan • Aon Hewitt’s Group Legal Plan provides access to network of attorneys through the Hyatt Legal Group. Services that colleagues use Hyatt Legal for are: • Wills and Estate Planning • Real Estate Transactions (closing on a home) • Document Preparation • Traffic and Criminal Matters • Family Law • Debt Matters • Advice • Contact Hyatt Legal or review their web site for other services that may or may not be covered by the plan

33. Critical Illness Insurance • Purpose:To help colleagues bridge the financial gap between what medical insurance may cover and additional expenses associated with six covered conditions: Heart Attack, Cancer, Stroke, Kidney Failure, Major Organ Transplant, and Coronary Artery Disease • Benefits:This insurance covers out-of-pocket expenses: Medical and prescription drug copays and deductibles, out-of-network treatments, experimental/nontraditional treatment, travel for treatment, and child care/domestic help • $15,000 guaranteed issue for this initial level of coverage, if you enroll within 31 days of your hire date • Costs:You pay the group rate premiums with convenient after-tax payroll deductions. MetLife will work with you to create a policy and quote you premium rates (these don’t appear on the YBR web site)

34. Retirement and Savings Plan

35. Retirement and Savings Plan—Colleague Contributions • You can elect to contribute up to 50% (combined pre-tax, Roth and post-tax) of your total eligible pay per paycheck to your 401(k) account • Pre-tax and Roth contributions are subject to a combined IRS limit of $16,500 in 2011 • Age 50 or older? You may contribute an additional combined pre-tax and Roth catch-up contribution of $5,500 (requires separate election) • You can start, stop or change your contribution at any time • If you’ve contributed to a previous employer’s plan in 2011, subtract your year-to-date contributions to that plan from the $16,500 annual limit in order to determine the maximum you can contribute to Aon Hewitt’s plan for pre-tax and/or Roth contributions • For catch-up contributions (if you’re age 50 or older) subtract your year-to-date contributions from the $5,500 annual limit in order to determine the maximum you can contribute to Aon Hewitt’s plan • Aon Hewitt Matching Contributions • Aon Hewitt provides a dollar-for-dollar match when you contribute up to 6% of your total eligible pay on a pre-tax or Roth basis each paycheck • Matching contributions are 100% vested

36. Retirement and Savings Plan—Investment Options • Core Funds • Stable Value Fund • BlackRock U.S. Debt Index Bond Fund (BGI) • Hewitt Dodge & Cox Balanced Fund • LSV Equity Fund • S&P 500 Index • Hewitt Harbor Capital • Brandywine (Mid Cap) • CRM Small Cap Value • Hewitt Friess Small Cap Growth • Emerging Markets Portfolio • Euro Pacific Growth • Target Retirement Portfolio* • 2010, 2020, 2030, 2040, 2050 • *Default Investment—all contributions will be invested in the appropriate Target Retirement Portfolio, unless you select your own investment options

37. Aon Hewitt —Current Investment Options Theoretical Risk/Return Spectrum Small Cap Friess Small Growth CRM Small Cap Value Equity International Morgan Stan. Emerging Markets EuroPacific Growth Equity Mid Cap Brandywine Equity Large Cap LSV Value Equity Vanguard S&P 500 Index Harbor Capital Appreciation Equity Balanced / Target Dodge & Cox Balanced Hewitt Custom Target-Date Portfolios Expected Return Fixed-Income BlackRock U.S. Debt Index Mny Mkt/ Stable Value 11 Core Funds Stable Value Fund Expected Risk (Standard Deviation)

38. Retirement and Savings Plan—Additional Information • You may rollover qualified distributions from other qualified plans • You can request a rollover form by logging onto the YBR web site, move your cursor over the Savings and Retirement tab and click on “forms and materials” or by calling the Benefits Resource Center • Automatic rebalancing of your investment elections is available and if elected, will be done quarterly; If you invest in the Target Retirement Portfolios, they will automatically be rebalanced every quarter—no action needed on your part • Automatic escalation feature allows you to increase your contribution rate on an annual basis—available in one percent increments up to a maximum contribution rate you choose

39. Retirement and Savings Plan—Enrollment • Enroll 1 of 2 ways: • Online via Your Benefits Resources™ (YBR) website www.resources.hewitt.com/hewitt • By phone, via the Benefits Resource Center at 1-888-2HEWITT (1-888-243-9488); representatives are available Monday - Friday 8:00 am to 4:30 pm CST • Basic steps to enroll: • Click on the “Start Saving Now” button or move your cursor over the Savings and Retirement tab, and click on “change contributions” • Use the modeling tool and/or click on “apply this contribution” which brings you to the contribution page where your actual election is made • Choose the investment options for your contributions or keep the default (the appropriate Target Retirement Portfolio which provides a diversified mix of the investment options) • Designate your beneficiaries by clicking on “beneficiaries”

40. Time Off

41. Types of Time Off—Full-time Colleagues Vacation • 10 to 25 vacation days annually based on years of service (accrued monthly) • Hours provided the first of the following month of hire • Use it or lose it during the calendar year • Allowed to go negative up to the number of days eligible to receive during the year • Policy and Guidelines can be found in the Associate Resource Database

42. Vacation Days at Year-End • Vacation days cannot be carried into the new calendar year (use it or lose it); except where prohibited by state law • For colleagues in California, there are special provisions based on state law. For full-time colleagues Vacation accruals are capped at 37.5 days • This means that once you accrue 37.5 days you will not accrue additional vacation until you use some of your accumulated time • For example, if you have 37.5 days accumulated, you will not accrue any additional vacation. If you take 5 days for vacation, you then have 32.5 accumulated days and will begin accruing additional vacation until you once again reach the 37.5 day maximum • Up to 37.5 days can be carried into the following year • Please note: Vacation used but not earned will be deducted from your final paycheck if you leave the company with a negative balance.

43. Types of Time Off—Full-time Colleagues Sick Time • 5 sick days awarded annually on January 1 for your or your children’s doctor appointments or minor sick time • During the first year of employment, eligible employees are granted sick time as follows:

44. Sick Time • Sick days can be carried over every year, up to a maximum of 150 days • Sick days are intended to be used when an employee has an illness or injury which prohibits him/her from working. Sick time may also be used for the following reasons: • Emergency treatment by physician or dentist • Pre-admission testing procedures at a hospital • Outpatient surgical procedures • Ongoing courses of treatment for chronic illness on an outpatient basis • Doctor or dentist visits • Care of an ill family member as defined below: • Parent: biological parent or an individual who stood in place of parent to an employee • Son or daughter: a biological, adopted, or foster child, a stepchild, a legal ward or child of a person standing in place of a parent who is under 18 years of age; or 18 or older and incapable of self-care because of a mental or physical condition • Spouse: husband, wife, including common-law where recognized by state law , and same sex domestic partner

45. Fixed Holiday Schedule The office will be closed officially on: *Aon provides 8 fixed holidays each year. Due to client needs, Aon Hewitt will observe the 6 office closuredates above and add 2 days as Personal Holidays (bringing that total to 6 Personal Holidays for Aon Hewittcolleagues).

46. Personal Holidays • Six Personal Holidays are provided each year • Distributed at the beginning of each quarter—1.5 days on January 1, April 1, July 1, October 1 • For your first year of employment, you’ll receive the personal holiday on the first of the quarter after you join the company; for example, January 10th hires will receive 1.5 personal holidays on April 1 and each quarter thereafter • Personal holidays may not be carried into the following calendar year (use it or lose it) with the exception of employees residing in the state of California who can carry over up to 9 personal holidays • You can borrow up to the number of personal holidays you receive in a given year • Please note: Personal Holidays used but not awarded will be deducted from your final paycheck if you leave the company with a negative balance.

47. Short-Term Disability (STD)* • Company-paid benefit to help provide financial protection for a colleague’s short-term disability due to illness or injury longer than 7 days • Available for a qualified disability after a 7-day waiting period • Short-Term Disability plan benefits (meeting medical certification requirements): • 100% of base pay for up to 7 weeks • 80% of base pay for balance up to a total 18 weeks in a 12-month period • Maximum 180 calendar-day benefit within a rolling 12-month period (includes STD waiting period) • *Available to full-time and part-time colleagues scheduled to work 24 or more hours per week with at least 3 months of service • Policy and Guidelines can be found in the Associate Resource Database

48. Long-Term Disability (LTD)* • Company-paid, insured benefit to help provide financial protection for a colleague’s long-term disability due to illness or injury • Covers qualified disabilities after 180 consecutive calendar days of Short-Term Disability six consecutive months (180 days) • Amount of benefit equals 60% of pre-disability, monthly base pay (cannot exceed $10,000 per month) • LTD benefits may be payable up to 2 years with continued medical evidence of disability from regular occupation • Beyond 2 years, benefits may be payable with continued medical evidence of disability if also unable to perform duties of any comparable job for which you are qualified (unless the benefit maximum has otherwise been reached) • *Available to full-time and exempt part-time colleagues scheduled to work 24 or more hours per week with at least 3 months of service • Additional information can be found in the Health and Welfare Plan SPD located on Your Benefits Resources (YBR) Web site

49. Additional Benefits

50. Additional Benefits • Tuition Reimbursement—Aon Hewitt provides up to $5,000 per year (reimbursement at 85% of approved tuition, fees and books) for regular, full-time colleagues (available on courses starting after one year of service) • Transit Incentive Program (TRIP)—Colleagues using public transportation may set aside pretax funds to pay for expenses • Group Insurance—Auto, home, boat, and personal property insurance available through MetPay at group rates • Colleague Discounts—Discounts provided online through Abilizer to hundreds of retailers; i.e., CDW, Dell, IBM, some theatres and more • LifeCare—Confidential resource & referral services to help research various topics and manage personal situations • Back-up Child Care—Gives you access to a network of licensed, high quality child care centers in the areas where you live and work. Program through LifeCare allows up to 10 days a year; $10 copay required • Additional information can be found in the Associate Resource Database