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2011 BENEFITS GUIDE

Guide For Colleagues

Table Of Contents

Eligibility And Enrollment Wellness Program Medical Plan Prescription Drug Coverage Healthy Pregnancies, Healthy BabiesSM Program Live Healthy America Dental Plan Options Vision Care Plan 2011 Health Care Benefit Rates Flexible Spending Accounts (FSA) Overview Of Reimbursement Accounts Life And AD&D Insurance Disability Benefits Concentra ACTS 401(k) Plan MetLife Retirement Annuity Legal Plan Critical Illness Insurance Employee Assistance Program (EAP) Pet Insurance Auto And Home Insurance 2011 Holidays Paid Time Off (PTO) When Coverage Ends Enrollment Checklist Provider Contact Information 1 3 5 8 9 9 10 11 12 13 15 16 18 19 20 21 22 23 23 23 23 24 24 25 27 28

San Antonio, TX Downtown Center Colleagues

Your 2011 Benefits Guide Overview

Your Concentra Total Benefits program provides a comprehensive range of quality plans touching every aspect of your life ... health, wellness, financial security, and income protection. In 2011, Concentra continues our strong commitment to bringing the best benefits at a competitive price. Your choices during the enrollment period are among the most important decisions you will make for yourself and your family each year. As you read the guide, you will see evidence of Concentra's focus on improving America's health, one patient at a time. You will find many ways to take action to know and improve your health through preventive and wellness care. We are excited to be able to offer an innovative and cost-effective set of plans. Please take time to read the guide, evaluate the options so you can make well-informed decisions, and enroll within the time period allotted.

Concentra Benefits Call Center

The Concentra Benefits Call Center can help you with benefit questions relating to enrollment, eligibility, life events, benefit changes, COBRA, and other benefit-related issues. If you have questions about any benefit program, please email [email protected] or contact the Concentra Benefits Call Center at 1.888.875.0453. Benefits Call Center hours are Monday through Friday, 7:30am ­ 6:00pm CST. For additional benefit information, visit ConcentraTotalBenefits.com.

Other

EAP

Holiday & PTO

Coverage Ends

Checklist

Devon Van Beek and friend, CST in Lomard, IL

Critical Illness

Eligibility And Enrollment

Who Can Participate And When

· Current Concentra participants. Each fall, during the annual enrollment period, you have the opportunity to enroll in benefits for the following calendar year. · New Hires and/or Newly Eligible Colleagues.

Legal

Visit ConcentraTotalBenefits.com to find out how to enroll.

(login = colleague password = concentra)

Disability

ACTS

401(k)

Eligibility: You may begin participation in the Concentra benefits program on the first day of the month following 30 days of regular, full-time, active employment. Full-time employment is defined as consistently working a minimum of 30 hours per week. Enrollment: You must submit a completed Benefits Enrollment/ Change Form to the Concentra Benefits Call Center so that it is received within 31 days from your date of eligibility in order to have coverage. According to federal law, if you do not submit a form within the 31-day period, you are not allowed to enroll in the benefits program until the next annual enrollment unless you have a Qualified Status Change, explained on page 2. · Rehired or Reinstated Colleagues. If you were previously covered and coverage ended, you must satisfy new-hire eligibility requirements shown above. · Life Event ­ Qualified Status Change. You must submit a completed Benefits Enrollment/Change Form to the Concentra Benefits Call Center so that it is received within 31 days from the date of the life event in order to have coverage.

Vision

FSAs

Reimburse. Accounts

Life

Zoia Onita, LaJoyce Hite, and Acqunita Person from ATN in Memphis, TN

Eligibility

Wellness

Medical

Rx

Dental

1

Eligibility Wellness Medical Rx

Deana Velastegui, Jacqueline Hernandez, Marisabel Villanueva, Jodina Armstrong, and Mayra Rivas from Los Angeles, CA CBO

Dental

Family Member Eligibility

Vision

Family Member

Medical

Dental

Vision

Life & AD&D Eligible for coverage if you, the colleague, elect life insurance. Coverage ends at age 70.

Legal spouse

Not eligible for Concentra's medical/dental if eligible for his/her own employer's group plan, even if not participating. Does not apply to a spouse on Medicare. Automatically covered for first 31 days after birth. To continue coverage, you must enroll the child during that 31-day period.

FSAs

Eligible for coverage.

Reimburse. Accounts

Newborn child

N/A

Eligible for coverage at age 14 days

Life Disability

Child(ren) Handicapped/disabled dependent child over age 26 How To Enroll/Change · Annual enrollment · New-hire/newly eligible enrollment, or · Qualified Status Change

Eligible up to age 26. If suffering from a mental incapacity or physical handicap, your child may be covered with an approval of handicap status ­ without regard to age. Contact the Benefits Call Center for the appropriate form.

ACTS

What To Do Log on to ConcentraTotalBenefits.com Complete the Benefits Enrollment/ Change Form and fax to the Benefits Call Center. Forms are available on ConcentraTotalBenefits.com. Change must be consistent with event.

Timing During annual enrollment period Within 31 days of: · Becoming eligible, or · Having a Qualified Status Change.

401(k) Legal Critical Illness

Life Event ­ Qualified Status Change

Other

Because your benefits are paid on a pre-tax basis, your elections during annual enrollment or as a new hire stay in effect for the duration of the plan year unless you have a Qualified Status Change. Examples include: · Marriage, divorce, annulment, or legal separation. · Birth or adoption of a child. · Death of a spouse or dependent child. · Change in employment status for colleague, spouse, or eligible dependent. · Spouse's loss or gain of eligibility under his/her own employer's plan. · Colleague or spouse becoming entitled to Medicare. · A covered dependent no longer eligible under the plan. · Relocation outside of a health or dental plan network.

EAP Holiday & PTO Coverage Ends Checklist

2

Checklist

Coverage Ends

Wellness Program

Our Wellness Program and medical benefits work together to support our health and wellness goals. You and Concentra are on a Journey to Wellness.

Holiday & PTO

Your Role

As a Concentra colleague, you may participate in both an online Personal Wellness Profile (PWP) and biometric screening during the Wellness Program testing period. As a new hire, you are eligible to participate in the Wellness Program the first of the month following 30 days of employment. Step 1: Complete the PWP online. Log on to ConcentraTotalWellness.com, click on the Wellness Program to access instructions to your online PWP, hosted by Wellsource (to ensure your privacy). Step 2: Complete your biometric screening. You can print required forms from ConcentraTotalWellness.com for the biometric screening option that best suits you. You may choose to have your screening at a Concentra Medical Center or your personal care provider's office. If you have your testing completed at your personal provider's office, please ensure to allow adequate time so your provider can submit your results to Wellsource by the deadline. Step 3: Complete a health coaching session(s).

EAP

Other

Wellness Program Partners

Independent third-party vendors including Wellsource Health Solutions, CIGNA, and Bravo Wellness are partnering with Concentra and managing the wellness program for 2011. All of our partners and the information they receive will be in full compliance with HIPAA standards, confidentiality, and privacy requirements. Wellsource Health Solutions, LLC, continues to manage the Concentra Wellness Program for 2011. Wellsource aligns your Personal Wellness Profile (PWP) and health risks with personalized coaching, educational tools, and online interventions. Bravo Wellness Company provides tools and services for incentive-based programs to work effectively. Bravo Wellness will administer the Concentra Wellness Program incentives. CIGNA Disease Management provides resources and coaching to help manage chronic illnesses such as asthma, diabetes, COPD, heart disease, and low back pain.

ACTS

401(k)

Legal

Critical Illness

One-time Coaching: You must complete a one-time coaching session with a Wellsource health coach within 30 calendar days of the date on your Incentive Report Card. Before scheduling your health coaching session, please review the complete profile, which will be mailed to you from Wellsource for your review. You will also receive the Incentive Report Card from Bravo Wellness. Both of these documents will provide detailed information about the health coaching requirements. Quarterly Coaching Requirements: In addition to the one-time coaching session, if you are identified as having risk in one or both of the below categories, additional coaching will be required in order to maintain your incentive throughout the year as follows: · Metabolic Syndrome Risk: If you have three or more risk factors for Metabolic Syndrome, you must complete at least one health coaching session per quarter in 2011 with Wellsource. · Disease Management Risk (DM): If you are identified as a candidate for the DM program, you must participate in additional quarterly health coaching program sessions administered by CIGNA.

Vision

FSAs

Reimburse. Accounts

Life

Disability

Your Wellness Financial Incentives ...

If you ...

Participation Incentive: 1- Complete both the Personal Wellness Profile (PWP) and the biometric screening by the deadline. 2- (a) Complete required one-time health coaching session; and (b) Complete quarterly coaching (Metabolic Syndrome and/or Disease Management) thereafter, if required. Healthy Reward Incentive: Achieve specific health measures from the biometric screening.

Dental

You receive ...

A $20 participation incentive each pay period toward the cost of medical premiums.

NOTE: If you do not complete your one-time health coaching session or do not participate in ongoing quarterly sessions (if required), your $20 per-pay-period participation incentive will stop in the next applicable quarter. This discount will resume in the following quarter if you start attending required health coaching sessions.

Wellness

Medical

Rx

Eligibility

Up to an additional $20 Healthy Reward incentive each pay period, dependent upon your results (see chart on next page).

3

Eligibility

Healthy Reward Incentives ­ Go For The Gold!

This chart shows the requirements to receive a Healthy Reward incentive each pay period.

Wellness

You must meet all five of these values to qualify for the Healthy Reward incentive of up to $520/year.

Level Healthy Reward Value 1 Tobacco Use Gold Silver Bronze Not qualify No Healthy Reward Value 2 Waist Circumference Males: At or below 40 inches Females: At or below 35 inches Healthy Reward Value 3 Fasting Glucose Level At or below 100 At or below 110 At or below 126 Healthy Reward Value 4 Blood Pressure At or below 120/80 At or below 130/85 At or below 140/90 Healthy Reward Value 5 Cholesterol At or below 180 At or below 200 At or below 220 Healthy Reward (Per pay period) $20 ($520/year) $10 ($260/year) $5 ($130/year) $0

Medical Rx Dental

Participate in the Personal Wellness Profile and biometric screening but do not meet healthy reward values outlined above.

Vision

ALTERNATIVE STANDARD: If you are unable to meet the requirement of one or more of the healthy reward values, alternatives are available to help you achieve a healthy reward level. For example, a pregnant female colleague may not be able to meet the waist circumference measures due to a medical condition. The participant will have the option of filing an appeal with Bravo Wellness within 30 days from the date of the Wellness Report Card (mailed in mid-November) to request an alternative standard. Colleagues who do not meet the healthy measure biometric standards during the company-provided annual assessment period may RETEST quarterly at their own expense and submit results to Bravo Wellness for validation. If the healthy measure is met, the appropriate incentive level will be applied in the next calendar quarter following submission and approval. Complete an approved Wellness Program (such as Living Lean or Tobacco Cessation) and/or submit a personal physician affidavit stating condition is being treated by physician with medication. Colleagues who do not qualify for a healthy measure level and complete an Alternative standard for participation will qualify for the bronze level incentive. If it is unreasonably difficult due to a diagnosed medical condition for a colleague to achieve a specific healthy measure standard, colleagues may contact Bravo Wellness to develop another way to qualify for the appropriate healthy measure incentive. Colleagues who do not qualify for a healthy measure level and complete an Alternative standard for a medical condition will qualify for the appropriate level incentive.

FSAs Reimburse. Accounts

Retest Option*

Life

Participation Option

Disability

Medical Condition*

ACTS

*Must complete appropriate Retest or Appeal Form, found on ConcentraTotalWellness.com.

401(k) Legal

BRAVO WELLNESS APPEAL FORM

INSTRUCTIONS

36711 American Way Suite 2F Avon, OH 44011 Phone: 877.66.BRAVO Fax: 440.934.9850

PLEASE SELECT THE TYPE OF APPEAL YOU WOULD LIKE TO FILE: TYPE 1 - A Disputed Result; OR TYPE 2 - A Medical Exception Type 1 Appeals: Complete Section A & B only Type 2 Appeals: Complete Section A & C only Any Appeal and ALL supporting documentation must be received by Bravo within thirty (30) days from the date on the results report received by the participant. The appeal will be evaluated by BRAVO and include consultation with a medical advisor and/or physician as needed. The decision rendered will apply to the applicable plan year. Any re-testing and/or medical documentation supplied will generally be at the expense of the employee. If a wellness benefit is available through the current health plan and has not been exhausted, the re-testing cost may be covered by it. Please verify coverage with your Plan Administrator.

Critical Illness

SECTION A - PARTICIPANT INFORMATION (TYPE 1 & 2)

FIRST NAME LAST NAME EMPLOYER NAME BRAVO MEMBER ID (FIRST INITIAL, LAST INITIAL, LAST 4 DIGITS OF YOUR SOCIAL SECURITY NUMBER)

RETEST OPTION ­ ALTERNATIVE STANDARD

RETEST INSTRUCTIONS

36711 American Way Suite 2F Avon, OH 44011 Phone: 877-66-BRAVO Fax-440-934-9850

STREET ADDRESS, PO BOX STATE DAYTIME OR CELL PHONE ( WITH AREA CODE) ZIP CODE

APT #

CITY

HOME PHONE (WITH AREA CODE) EMAIL ADDRESS

·

PARTICIPANT SIGNATURE

DATE

SIGNATURE AGREEMENT: By signing, I verify that the information supplied by myself or my representative here is ·

true and complete. I also understand that any person who knowingly and with intent to injure, defraud, or deceive any insurer files, a statement of claim, or any application containing any false, incomplete or misleading · information will be subject to criminal penalties applicable to state laws.

SECTION B - PHYSICIAN'S SIGNATURE REQUIRED (TYPE 1 APPEALS ONLY)

(CHECK ALL THAT APPLY) (BODY MASS INDEX)

PHYSICIAN'S

RESULT

Other

APPEAL CATEGORY BMI

NATIONAL INSTITUTES OF HEALTH TARGET < 24.9

EMPLOYER'S GOAL

INSERT YOUR ORIGINAL RESULT

·

PHYSICIAN INSTRUCTIONS

FIRST NAME

PARTICIPANT INFORMATION

LAST NAME

__________

__________

Re-tested by physician including waist & hip circumference measurements in addition to height and weight, or provide results that are within 30 days of the original results report. Height & weight to be measured without shoes.

EMPLOYER NAME

BLOOD PRESSURE

< 120/80

__________

__________

An individual may either 1) Be re-tested by their physician. 2) Provide 4 readings taken within the past 4 months or provide a reading that is within 30 days of the original results report. STREET ADDRESS, PO BOX

STATE ZIP report. Re-tested by a certified laboratory or provide a reading that is within 30 days of the original resultsCODE

Concentra

__________

BRAVO MEMBER ID ( FIRST INITIAL, LAST INITIAL, LAST 4 DIGITS OF YOUR SOCIAL SECURITY NUMBER

__________

APT #

CITY

LDL CHOLESTEROL

< 100

__________

__________

__________

HOME PHONE (WITH AREA CODE)

TOBACCO USE

Negative

__________

__________

A disputed positive lab result may be re-tested by a certified laboratory. Blood or urine-based nicotine tests will be accepted. An affidavit may also be considered or provide a reading that is within 30 days of the original results report.

PARTICIPANT SIGNATURE

DAYTIME OR CELL PHONE ( WITH AREA CODE)

EMAIL ADDRESS

EAP

__________

DATE SIGNATURE AGREEMENT: By signing, I verify that the information supplied by myself or my representative here is true and complete. I also understand that any person who knowingly and with intent to injure, defraud, or deceive any insurer files, a statement of claim, or any application containing any false, incomplete or misleading information will be subject to criminal penalties applicable to state laws.

GLUCOSE < 100 __________ __________

Re-tested by a certified laboratory. Must be a 12-hour fasting specimen, or provide a reading that is within 30 days of the original results report.

PHYSICIAN SIGNATURE - PLEASE INCLUDE A FULL SIGNATURE WITH PRINTED

PHYSICIAN SIGNATURE DATE

CHECK RETEST CATEGORY

__________ Concentra INSERT YOUR PHYSICIAN INSTRUCTIONS Healthy ORIGINAL Retest form should only include the Reward RESULT NAME, DATE, TAX ID, AND results for the category that PHONE NUMBER Gold Levels participant is attempting to improve TAX ID on for their Concentra Healthy Rewards financial incentive.

PHYSICIANS RESULT

PHYSICIAN'S SIGNATURE- PLEASE INCLUDE A FULL LEGIBLE SIGNATURE, A LONG WITH DATE AND PHONE NUMBER. ATTACH ANY/ ALL SUPPORTING DOCUMENTATION TO THIS FORM

PHYSICIAN PRINTED NAME

PHONE NUMBER

< 120/80

TYPE 2: SEE REVERSE SIDE

BLOOD PRESSURE

__________

An individual may either 1) Be re-tested by their physician 2) Provide 4 readings taken within the past 4 months or provide a reading that is within 30 days of the original screening date Re-tested by a certified laboratory or provide a reading that is within 30 days of the original screening date

SIGNATURE: ________________________

Holiday & PTO

_______

DATE:_________

PHONE :_____-_____-_________

ParticipantAppealForm 201007v1

TOTAL Bravo Wellness, LLC CHOLESTEROL

< 180

__________

SIGNATURE: ________________________ _______ DATE:_________ PHONE :_____-_____-_________

-1-

877.66.BRAVO (877.662.7286) Fax: 440.934.9850 Bravo Wellness LLC

WAIST

CIRCUMFRENCE

< 35" Female < 40" Male

__________

An individual may have their waist circumference re-measured by their physician _______ Re-tested by a certified laboratory. Must be a 12-hour fasting specimen, or provide a reading that is within 30 days of the original screening date __________ _______

SIGNATURE: ________________________ DATE:_________ PHONE :_____-_____-_________

GLUCOSE

< 100

SIGNATURE: ________________________

Coverage Ends

DATE:_________

PHONE :_____-_____-_________

Physician's Signature _________________________________________________ Date _______________________ Phone Number _______________________________________ Appeal Form January 2010 Tax ID _______________________________

Fax information to: Bravo Wellness LLC Fax- 440-934-9850

Maryland and Pennsylvania Colleagues

Bravo Wellness LLC P-877-66-BRAVO (877-662-7286) Fax-440-934-9850

Checklist

4

EAP

Holiday & PTO

Coverage Ends

Checklist

Brian Murphy, PT and family from Charlotte, NC

Other

Critical Illness

CIGNA Advantage Plus Medical Plan

The CIGNA Advantage Plus Medical Plan is a co-insurance model with deductibles instead of co-pays. Additionally, Concentra will fund a Health Reimbursement Account (HRA) to pay for the first portion of the deductible for participants.

Legal

401(k)

CIGNA Advantage Plus Medical Fund

100% after $4,500 (in-network)

$4,500 Out-of-Pocket Max $1,000 Deductible 100% Preventive Care (in-network)

Max you'll pay after deductible met

This illustration shows how the CIGNA Advantage Plus Medical Plan works when you use in-network providers. If you elect colleague-only coverage, you will have an annual $1,000 deductible. Concentra funds the first $350 of this deductible through an HRA account. This $350 pays for your covered first medical expenses until your HRA is exhausted. At that point, you must pay the next $650 of covered medical expenses to meet your full deductible of $1,000 ($350 + $650). After your deductible is met, you then pay 20% and the plan pays 80% of covered medical expenses until you reach an out-of-pocket maximum of $4,500 (which includes the deductible). Medical expenses are then paid at 100% by the plan thereafter (for the calendar year). Any HRA balance remaining at the end of the year will roll over to your HRA for the following year.

ACTS

Disability

Health Plan 80% / 20% Your Share $650 HRA $350 F S A

Fund up to $5,000 pre-tax

Life

Reimburse. Accounts

Unused $ roll over to next year's fund

Colleague-Only Example

FSAs

Vision

The Health Reimbursement Account (HRA)

The Health Reimbursement Account (HRA) is managed through CIGNA and will automatically be funded with $350 single/$700 family for participants. Any portion of the HRA that is not used in the current year will automatically roll into the next calendar year. The amount in your HRA cannot exceed the total amount of your deductible. HRA funds are not transferable to another colleague and are not portable upon separation of employment.

Rx

Dental

Medical

The Role Of A Health Care Flexible Spending Account (FSA) If you want to budget for your potential health care costs in the plan, you can set aside up to $5,000 in a Health Care FSA for 2011. The amount you contribute is evenly deducted from your pay ­ tax-free ­ throughout the year. Please see page 13 for more details about the Health Care FSA.

Eligibility

Wellness

5

Eligibility

Overview Of The CIGNA Advantage Plus Medical Plan

Feature Preventive Care

The plan pays 100% with no deductible (no annual maximum). Not covered. Note: Includes annual physical exams, well-baby, well-child, and well-woman exams, including immunizations, labs, health care assessments, wellness visits, mammograms, PSAs, Pap smears, and colon cancer screenings.

In-Network

Out-Of Network

Wellness Medical

Annual Deductible

Coverage Tier · · Single Family (includes spouse and/or child(ren) coverage) Concentra-Funded HRA Pays $350 $700 · · · You Pay the Next $650 $1,300 Total Deductible $1,000 $2,000 You Pay the Next $1,650 $3,300 Total Deductible $2,000 $4,000 Dental Rx

You will begin paying toward the deductible after the Concentra-funded portion to the deductible has been met. Out-of-network charges count toward the in-network deductible and out-of-pocket maximums. The Concentra-funded portion of the deductible will be funded into a Health Reimbursement Account, and any unused portion will roll over into the next calendar year.

Vision

Coinsurance

Once the deductible is met Out-of-pocket maximum includes deductible and co-insurance · Single · Family Concentra Medical Center Urgent Care Plan pays 80% and you pay the other 20% of covered charges up to the out-of-pocket maximum. Then the plan begins paying 100% of covered costs. Plan pays 60% and you pay the other 40% of covered charges up to the out-of-pocket maximum. Then the plan begins paying 100% of covered costs.

FSAs Reimburse. Accounts

$4,500 $9,000 $20 co-pay

$9,000 $18,000

Life

Feature

Pre-existing condition limit Independent X-ray and lab Emergency care · Emergency room · Urgent care facility · Concentra Urgent Care Center · Ambulance Maternity · Initial visit to confirm pregnancy · Delivery/prenatal/postnatal visits and hospital charges Hospital inpatient · Inpatient visits/preadmission testing · Preadmission certif./continued stay review Outpatient surgical facility and surgeon's fees · Second opinion consultation Outpatient rehabilitation · Up to 60 days per year combined for physical, speech, occupational therapy Chiropractic care Special services · Skilled nursing facility · Hospice · Home health care Durable medical equipment External prosthetic appliances Mental health/substance abuse · Inpatient · Outpatient Group therapy

In-Network

None After deductible, the plan pays 80%. After deductible, the plan pays: · 80% · 80% · N/A · 80%

Out-Of Network

None After deductible, the plan pays 60%. After deductible, the plan pays: · 80% · 80% · N/A · 80%

Disability ACTS 401(k)

After deductible, the plan pays 80%.

After deductible, the plan pays 60%.

Legal

After deductible, the plan pays 80%. Approval required. After deductible, plan pays 80%. After deductible, plan pays 80%.

After deductible, the plan pays 60%. Approval required. After deductible, plan pays 60%. After deductible, plan pays 60%.

Critical Illness Other

After deductible, plan pays 80%. 20 visits per plan year. After deductible, plan pays: · 80% up to max of 60 days per year. · 80%. · 80% up to max of 40 days per year. After deductible, plan pays 80%. After deductible, plan pays 80%. After deductible, plan pays: · 80% · 80% Combined with mental health benefits.

After deductible, plan pays 60%. 20 visits per plan year. After deductible, plan pays: · 60% up to max of 60 days per year. · 60%. · 60% up to max of 40 days per year. After deductible, plan pays 60%.

EAP Holiday & PTO

After deductible, plan pays 60%. After deductible, plan pays: · 60% · 60% Combined with mental health benefits.

Coverage Ends Checklist

6

Checklist

Coverage Ends

Examples Of Medical Costs

Here are two examples showing how the CIGNA Advantage Plus Medical Plan works.

Holiday & PTO

EAP

Stephen, Employee-Only Coverage Low Utilization 2011

CIGNA Advantage Plus Medical Plan Initial HRA Balance (Concentra-funded) Health Care Service ­ Number Annual Physical ­ 1 (in-network) PCP Office Visit ­ 1 Actual Expense $100 $60 $330 $100 $590 $350 Colleague Out-of-Pocket Expense $0 $60 $330 $100 $490 ($350) $140

This is an example. Actual cost may vary depending on the procedures and amount of claims. In this example, Stephen would have used $590 worth of health care services during the year. He would have paid out-of-pocket expenses of $140 in the CIGNA Advantage Plus Medical Plan because the Concentra-funded HRA paid the first $350 of his covered expenses.

Legal

Critical Illness

Other

Specialist Office Visit ­ 3 X-ray and Lab ­ 1

401(k)

Total Plan Out-of-Pocket Less HRA Balance

Disability

ACTS

Total Colleague Out-of-Pocket Expense

The Bird Family, Family Coverage High Utilization 2011

CIGNA Advantage Plus Medical Plan Initial HRA Balance (Concentra-funded) Health Care Service ­ Number Annual Physical ­ 4 (in-network) PCP Office Visit ­ 10 Actual Expense $400 $600 $770 $850 $25,000 $3,200 $1,400 $32,220 $700 Colleague Out-of-Pocket Expense $0 $408 $682 $522 $3,768 $752 $80 $6,212 ($700) $5,512

Reimburse. Accounts

Life

FSAs

This is an example. Actual cost may vary depending on when each individual claim is incurred and when the family deductible is met. In this example, the Bird family would have used $32,220 worth of health care services during the year. They would have paid out-of-pocket expenses of $5,512 in the CIGNA Advantage Plus Medical Plan because the Concentra-funded HRA paid the first $700 of their covered expenses.

Vision

Specialist Office Visit ­ 7 Emergency Room Visit ­ 1 In-Patient Hosp & Surgery ­ 1

Dental

Outpatient Hospital Visit ­ 2 X-ray and Lab ­ 1

Rx

Total Plan Out-of-Pocket Less HRA Balance

Eligibility

Wellness

Medical

Total Colleague Out-of-Pocket Expense

7

Eligibility

Pharmacy Definitions Preventive Care @ 100%

Routine preventive care is an important element in effectively managing your health. The CIGNA Advantage Plus Medical Plan covers preventive care at 100% with no co-pay or deductible for in-network care. Out-of-network preventive care is not covered. Routine preventive care covers: · Well-baby, well-child, adult, and well-woman exams, including immunizations, labs, health care assessments, wellness visits, and other related services, and · Mammograms, PSAs, Pap smears, and colon cancer screenings. Generic drugs contain the same active ingredients and are subject to the same rigid FDA standards as their brand-name counterparts. Preferred brand-name drugs, available for a higher cost, are commonly prescribed brand-name medications selected for the formulary based on their cost and clinical effectiveness. Non-Preferred brand-name drugs are generally more expensive due to their patent protections, newness to the market, and the cost of research and development. Maintenance medications are those taken on a regular basis and/or for extended periods, as opposed to one-time prescriptions. Examples: high blood pressure medication, hormone replacement, insulin, etc.

Wellness Medical Rx Dental Vision

Prescription Drug Coverage

This chart shows prescription drug benefits through Express Scripts. You will receive a separate prescription drug card, in addition to a CIGNA medical plan ID card.

EXPRESS SCRIPTS Presciption Drug Type Generic Preferred Brand Non-Preferred Brand Retail Pharmacy (Up to a 30-day supply) $10 30% of Rx cost ($25 min ­ $50 max) 50% of Rx cost ($50 min ­ $75 max) Mail Order Program (Up to a 90-day supply) $20/$0 for maintenance drugs 30% of Rx cost ($65 min ­ $125 max) 50% of Rx cost ($125 min ­ $185 max)

FSAs Reimburse. Accounts Life Disability ACTS 401(k)

TIPS

· Use your prescription card when filling a prescription, including $4 discount programs at local retail pharmacies or grocery stores (i.e., Walmart). · Fill maintenance drugs through mail order. · Ask your physician if a generic of your prescription is available. · Visit Express-Scripts.com to price a prescription, or locate prescription/ drug resources. · No benefits are provided for out-of-network prescription drugs.

Legal Critical Illness Other EAP Holiday & PTO Coverage Ends

Dr. Kiara Eily, Stephanie Blackard, LaShonda Massey, Dr. Johanna Sampson from Shilor Crossing, Durham, NC Center

Checklist

8

Coverage Ends

Checklist

Healthy Pregnancies, Healthy BabiesSM Program

Pregnancy is a time when your body is undergoing a significant amount of change. The CIGNA Healthy Pregnancies, Healthy BabiesSM program supports you in managing your pregnancy on your terms. The program does this in three ways:

Holiday & PTO

How To Enroll

To connect directly to the program, call 1.800.545.8836. Or you can call the number on your CIGNA HealthCare ID card and follow the prompts for the Healthy Pregnancies, Healthy Babies program.

Critical Illness

Other

EAP

· First, you undergo an in-depth individualized risk assessment to identify your risk factors. · Next, based on the results of your assessment, a CIGNA maternity nurse will work with you to develop a care management plan to follow throughout your pregnancy, and will provide guidance on how best to manage your risk factors. · Lastly, the program provides a wealth of educational resources about topics of interest during your pregnancy. Our maternity program nurses are experts in their field. They can explain your current course of treatment, and advise on cutting edge treatment protocols. They can also help you with your benefit and network questions, and can help you select an appropriate provider or determine what treatments will be covered.

Live Healthy America ­ Concentra 2011 Challenges

Building on the success we've had in prior Live Healthy America programs, Concentra is again inviting you to "team up" and join Live Healthy America Challenges! In 2011, we will have two LHA Challenges: 1. Live Healthy Concentra 60-Day Challenge For the third year in a row, Concentra will participate in the annual Live Healthy America Challenge. In 2010, 1,400 colleagues lost over 7,700 pounds and recorded 71,000 hours of physical activity in the 100-day challenge! 2. Live Healthy Concentra Lifestyle Challenge (6-week program) You and your team will be challenged through: · Education about choosing healthy foods for a balanced diet. · Information about getting more sleep, staying focused, and reducing stress. · Community Outreach/Volunteering with the Live Healthy America Kids Challenge. Each week, you'll answer questions about your eating habits, water consumption, activity, stress level, and community involvement. Based on your healthy responses, you earn points that will increase your team ranking and lead to employer incentives.

Reimburse. Accounts

Life

Disability

ACTS

401(k)

Legal

FSAs

Incentives

If you enroll and complete the program, you'll be eligible to receive: · $150 if you enroll by the end of your first trimester, or · $75 if you enroll by the end of your second trimester. You will receive the incentive payment once you complete the program (through the postpartum phase) when you'll receive a call from your maternity specialist to discuss postpartum and newborn care.

Eligibility

Wellness

Medical

Rx

Dental

Vision

9

Eligibility Wellness Medical

Dental Plan Options

MetLife Dental PPO: This plan provides the freedom to visit any licensed dentist for covered procedures. The same level of coverage exists whether a dentist is in or out of the network. However, out-of-pocket costs will be lower if you visit a network dentist due to negotiated discounts through MetLife. In addition, MetLife network dentists typically file the claims and charge only the out-of-pocket expenses, if any. Please note: MetLife does not issue insurance cards to participants. Aetna Dental DMO Plan: Each colleague and covered dependent must choose a primary care dentist from Aetna's DMO network. Your selected provider must perform all services and referrals, and pre-authorizations are required for specialty care. You pay a pre-determined co-pay amount based on a fixed schedule for dental services. To review the complete Aetna co-pay schedule, please visit ConcentraTotalBenefits.com.

For a current list of participating providers

MetLife: Visit their website at MetLife.com/mybenefits or call MetLife's customer service at 1.800.942.0854. ________________________ Aetna: For a current list of participating DMO providers, go to Aetna's website at Aetna.com or call Aetna's customer service at 1.877.238.6200.

Rx Dental Vision FSAs Reimburse. Accounts Life

Provisions Dental Annual deductible · Per person · Per family Preventive services · Cleanings (2 per year) · Exams (2 per year) · X-rays Basic services Major services Calendar-year maximum Orthodontia

MetLife PPO In-Network And Out-Of-Network $50 $150 100% 100% 100% 80%* 50%* $1,500

Aetna DMO In-Network Only $0 $0 100% after $12 adult co-pay & $10 child co-pay 100% 100% 100% after co-pay 100% after co-pay Unlimited

Disability ACTS 401(k) Legal Critical Illness

Deductible Coinsurance Coverage Lifetime benefit * After deductible ** After orthodontia deductible

$100 50%** Children to age 19 $1,500

None $1,845 Adults and children Unlimited

Other EAP Holiday & PTO Coverage Ends Checklist

10

EAP

Holiday & PTO

Coverage Ends

Checklist

Other

Maddie Hill, daughter of Rachel Rempfer-Hill in Chicago, IL

Vision Care Plan

The Vision Care Plan, administered by EyeMed Vision Care, provides coverage related to general eye care and vision services, such as annual eye exams and corrective lenses. The plan allows for one covered eye exam per calendar year!

Provisions Eye exam (One per calendar year) Lenses or contacts (One per calendar year) · Single vision · Bifocal · Trifocal or lenticular · Standard fit and follow up In-Network You pay $10 co-pay. Out-Of-Network Plan pays up to $35.

401(k)

Legal

Critical Illness

You pay $20 co-pay.

ACTS

Plan pays up to $25. Plan pays up to $40. Plan pays up to $55.

You pay $55 co-pay. You pay $0 co-pay. Plan pays $130 allowance plus 20% of the balance over $130. Plan pays up to $140. Plan pays up to $45. Plan pays up to $110.

Disability

Frames (1 pair every 24 months) Elective contact allowance

Life

The plan generally pays 100% after the co-pay when you use an EyeMed Vision Care network provider. You may obtain a current list of participating providers in your local area by visiting Eyemedvisioncare.com or by calling 1.866.723.0513. Remember, most medical conditions of the eye are covered under our medical plans.

Wellness

Medical

Rx

Dental

Vision

FSAs

Reimburse. Accounts

Jillian Jacobs, Worksite Health Specialist in Ohio

Eligibility

11

Eligibility

2011 Health Care Benefit Rates

Colleague Plan

You can qualify for a bi-weekly $20 Personal Wellness Participation incentive plus up to an additional $20 Healthy Rewards incentive based on your wellness level.

Wellness Medical

Medical: CIGNA Advantage Plus Plan Coverage (Bi-weekly Rate)

Enrollment Level Colleague Only Colleague + Spouse Colleague + Child(ren) Colleague + Family If your annual pay is less than $25,000 $66.00 $124.50 $103.75 $142.50 If your annual pay is more than $25,000 $76.00 $157.00 $128.25 $182.00

Rx Dental Vision

Dental Coverage (Bi-weekly Rate)

Enrollment Level Colleague Only Colleague + Spouse Colleague + Child(ren) Colleague + Family MetLife PPO $14.50 $29.25 $27.00 $43.75 Aetna DMO $8.25 $14.50 $16.00 $24.25

Vision Coverage (Bi-weekly Rate)

Enrollment Level Colleague Only Colleague + Spouse Colleague + Child(ren) Colleague + Family EyeMed Vision $3.00 $5.67 $5.98 $8.93

FSAs Reimburse. Accounts Life

UPMC/Pittsburgh, PA Only

You can qualify for a bi-weekly $20 Personal Wellness Participation incentive plus up to an additional $20 Healthy Rewards incentive based on your wellness level. See pages 3 and 4 for more details.

Disability ACTS

Colleague Medical Plan (Bi-weekly Rate)

Enrollment Level Colleague Only Colleague + Spouse Colleague + Child(ren) Colleague + Family HMO Rate $75.00 $175.00 $155.00 $230.00 PPO Rate $74.75 $173.75 $154.00 $228.25

401(k) Legal Critical Illness Other EAP Holiday & PTO Coverage Ends Checklist

Monica and André McShan, M.D. from Atlanta, GA

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Coverage Ends

Checklist

Flexible Spending Accounts (FSAs)

FSA Annual Limits Health care FSA Dependent care FSA Commuter reimbursement FSA Minimum $260/year $260/year $20/month Maximum $5,000/year $5,000/year $230/month

Other

EAP

Holiday & PTO

Health Care Flexible Spending Account (FSA)

For 2011, we encourage you to carefully consider the advantages of the Health Care Flexible Spending Account (FSA). You may contribute a minimum of $260 or a maximum of $5,000 per year. Your contributions are deducted (pre-tax) each pay period. EXAMPLE: Let's assume you elect to set aside $1,300 a year ­ $50 each pay period ­ into the Health Care FSA. In early January, you have a medical procedure and your share of the cost is $1,200. · Your $350 company-funded Health Reimbursement Account is used for the first part of your deductible. · You may then use your FSA debit card to pay the remaining $850 from the Health Care Flexible Spending Account. Even though you had only $50 in the account at the time of your procedure, the Health Care Flexible Spending Account was available for your eligible $850 out-of-pocket expenses because the IRS requires FSA accounts to be able to pre-fund an eligible expense at any time within the plan year. You can use the FSA to pay for eligible medical expenses for yourself, your spouse, dependent children, and anyone else claimed as a dependent on your federal income tax return. For a detailed list of eligible health care expenses, log on to Taxsaverplan.com. You may also get a copy of IRS Publication 502, Medical and Dental Expenses.

Critical Illness

Dependent Care Flexible Spending Account (FSA)

This account allows you to use pre-tax dollars to pay for the care of dependent children under the age of 13, or for the care of a physically disabled (incapable of self-care) spouse or dependent (as defined by the IRS) of any age who spends at least 8 hours per day in your home. Examples of eligible expenses are: · Home day care provider (cannot also be your dependent). · Licensed day care center, nursery school, or pre-school. · Summer day camp. Your spouse must also be employed in order to participate in this account unless he or she is a full-time student, actively looking for work, or disabled. The maximum Dependent Care FSA deduction per family per year is $5,000 if you file income taxes jointly; $2,500 per person if you file income taxes separately. In compliance with IRS regulations, Highly Compensated Employees (HCEs) may have their contributions limited. For a detailed listing of eligible expenses, go to IRS Publication 503, Child and Dependent Care Expenses at www.irs.gov.

Wellness

Medical

Rx

Dental

Vision

FSAs

Reimburse. Accounts

Life

Disability

ACTS

401(k)

Legal

Eligibility

Wendi DeLoera and family, Oklahoma City, OK South Center

13

Eligibility Wellness

Reimbursement Options

The debit card allows you to pay for eligible FSA expenses directly at the point of service and eliminates reimbursement. Each debit card transaction is subject to review, and the FSA administrator may request detailed claims information. You must provide an e-mail address and sign a Debit Card Agreement Form in order to use the debit card. The form may be found at ConcentraTotalBenefits.com.

Commuter Reimbursement Account

This account allows you to set aside up to $230 a month ­ pre-tax ­ to receive reimbursement for parking, van pooling and/or mass transit (buses, trains, and ferries). Unlike the other spending accounts, you may enroll or increase, decrease or stop participation in this account effective the first day of any calendar quarter. Once enrolled, you may purchase transit passes online at taxsaverplan.com. If the cost of the pass is more than the amount being deducted from your pay pre-tax, you will be required to submit a form of personal payment online for the excess amount. Passes are then mailed to you. For more details about this benefit promoting "Earth Wellness," contact Tax Saver at 1.800.328.4337 or taxsaverplan.com.

Medical Rx Dental

Direct Deposit

Reimbursement for out-of-pocket expenses must be submitted via a claim form (found at taxsaverplan.com) and will be made directly to the primary bank account used for your payroll direct deposit.

Vision FSAs

FSA Important Rules

· The pre-tax dollars put into these accounts reduce your taxable income, so you pay less in income taxes. However, all of the pre-tax dollars set aside for eligible expenses within the 2011 calendar year must be used by December 31, 2011, or will be forfeited. This "use it or lose it" rule is an IRS regulation. · By law, FSAs do not have a "carry-over" provision. Eligible expenses incurred within each calendar year must be submitted for reimbursement by March 31 of the following calendar year. · Money in your Dependent Care Flexible Spending Account cannot be used for health care expenses, and your Health Care Flexible Spending Account cannot be used for dependent care expenses. · Your elections can be changed during the year if you have a qualified status change. Changes must be made within 31 days of the qualified status change event.

Reimburse. Accounts Life Disability ACTS 401(k) Legal

NEW! Over-The-Counter Drug Rules For 2011

Due to the Patient Protection and Affordable Care Act and the Health Care Reconciliation Act of 2010, some over-the-counter (OTC) drugs and medicines once eligible for reimbursement under a Health Care Flexible Spending Account will require a prescription from a licensed physician in 2011. The new rules apply to items you buy on or after January 1, 2011. You must submit your physician's prescription with each request for reimbursement for over-the-counter items that are affected. For a list of items that are eligible for reimbursement or accepted by the FSA debit card, please contact TaxSaver at 1.800.328.4337.

Critical Illness Other EAP Holiday & PTO Coverage Ends

Jonathan Bloch D.O., Denver, CO

Checklist

14

Coverage Ends

Checklist

Overview Of Reimbursement Accounts

Features Eligibility Health Reimbursement Account Funded by Concentra when you enroll for CIGNA Advantage Plus Medical Plan. None None Health Care Flexible Spending Account* Available whether or not you participate in a Concentra medical plan. From $260 up to $5,000 per year. Payroll deductions each pay period. · When an eligible expense is incurred: · Use your debit card or

EAP

Holiday & PTO

Your tax-free contributions Contribution method

Other

Critical Illness

How your account pays for expenses

Your account is used to pay for the first part of the deductible.

· Pay and submit a claim for reimbursement. · Your entire annual election amount is available at any time for qualified expenses regardless of the balance in your account. If you have not incurred eligible expenses sufficient to use up the money in your account, the unused balance at the end of the calendar year will be forfeited. Your account does not earn interest. Your participation ends on your termination date. You may continue to file claims for expenses incurred prior to your termination date up to the amount in your account. Dependent Care Flexible Spending Account* You must have dependents for whom you pay for care so you can work. If you are married and want to participate in the account, your spouse must either be employed, a full-time student, actively looking for work, or disabled. From $260 up to $5,000 per year. Payroll deductions each pay period.

Legal

What happens to the balance of your account at the end of the year Interest and investment gains

401(k)

Any balance rolls into your HRA for the next year.

ACTS

Your account does not earn interest. If you change jobs or retire, your HRA is discontinued. Commuter Reimbursement Account

Disability

If you leave Concentra

Features

Life

Eligibility

Reimburse. Accounts

You must pay for parking, van pooling, and/ or mass transit (buses, trains, and ferries).

Your tax-free contributions Contribution method

From $20 up to $230 a month. Payroll deductions plus personal payment for amounts in excess of the cost of a transit pass online. Purchase transit passes online at taxsaverplan.com. Does not apply. You may change your contribution each quarter to increase, decrease, or stop participation in this account. Your participation ends on your termination date. You may continue purchasing transit passes until you have used all the money in your account.

Vision

FSAs

How your account pays for expenses

File a claim for reimbursement. If you have not incurred eligible expenses sufficient to use the money in your account, the unused balance at the end of the calendar year must be forfeited. Your participation ends on your termination date. You may continue to file claims for expenses incurred during that calendar year up to the amount in your account.

Rx

Dental

What happens to the balance of your account at the end of the year

If you leave Concentra

Medical

*Subject to annual discrimination testing and regulations.

Eligibility

Wellness

15

Eligibility

Life And AD&D Insurance

Concentra's basic life and accidental death and dismemberment (AD&D) insurance benefits are insured through Lincoln Financial Group. The chart below summarizes benefits at company cost and other options.

Company-Provided Insurance For You Basic life and AD&D Business travel accident Optional Insurance Optional life and AD&D Dependent life and AD&D

Wellness Medical Rx

Company-Provided Basic Life and AD&D Insurance. Concentra pays the full cost to provide you with basic life insurance at one times your annual base pay (up to $200,000), and an equal amount of AD&D insurance. All amounts are rounded to the next higher $1,000. You must designate a beneficiary for this benefit even if you do not elect optional life insurance. Business Travel Accident Insurance. Concentra also pays the full cost to provide $25,000 in business travel accident insurance through AIG that would pay your beneficiary in the event of your death while traveling on company business within the normal course and scope of your job.

Employee & Spouse Life Only Colleagues who enroll in Optional Life can enroll in Spouse and/or Child Life Age Group Under 30 30 ­ 34 35 ­ 39 40 ­ 44 45 ­ 49 50 ­ 54 55 ­ 59 60 ­ 64 65 ­ 69 70 ­ 74 75+ Coverage amounts reduce for colleagues age 65 & older.

Elected Coverage

Optional AD&D. Optional AD&D insurance may be elected as a supplement to basic AD&D. Family coverage may be elected to provide coverage for eligible dependents. Coverage is available in increments of $25,000, also known as units, up to a maximum of $350,000. Elections for coverage over $250,000 cannot exceed 10 times your annual base pay. Coverage for dependents is a percentage of your elected coverage.

Dental Vision FSAs Reimburse. Accounts

Rate per $1,000 per Pay Period $0.0162 $0.0254 $0.0346 $0.0438 $0.0692 $0.1062 $0.1915 $0.2931 $0.3735 $0.3803 $0.2377 Spouses over age 70 are not eligible for coverage.

Age Group Rate Cost Per Pay Period

Life Disability ACTS 401(k) Legal Critical Illness

: Calculation: _____________ ­ 1,000 X _____________ = _____________

Child Life Coverage Coverage Tier $2,000 $10,000 $20,000 Accidental Death & Dismemberment Enrollment Level Colleague Only Colleague + Family Bi-weekly Cost per $1,000 of Earnings $0.0092 $0.0148 Cost Per Pay Period $0.14 $0.69 $1.38

Other EAP Holiday & PTO

Grandchildren, nieces, and nephews of Gerry Weaver, Dundalk, MD center

Coverage Ends

Calculation: _____________ ­ 1,000 X _____________ = _____________ : Elected Coverage Bi-weekly Rate Cost Per Pay Period

Checklist

16

Legal

Critical Illness

Other

EAP

Holiday & PTO

Coverage Ends

Checklist

Regina, daughter of Ron Croy, Addison, TX

401(k)

Optional Colleague, Spouse, And Child Life Insurance

ACTS

Disability

Optional Life Insurance. You may purchase additional life insurance at group rates for yourself and your eligible dependents if you enroll in optional colleague life insurance. The amount of coverage elected for spouse and/or child(ren) must be equal to or less than your total life coverage (basic and optional combined). You must provide evidence of insurability (EOI) and receive approval from the insurance company to: · Elect optional life insurance in excess of $500,000 for yourself or coverage of $100,000 for your spouse, or · Increase your current coverage more than one times your annual base pay during annual enrollment.

Reimburse. Accounts

Life

FSAs

Colleagues who elect coverage in either of these situations during annual enrollment but do not submit a completed evidence of insurability form to Lincoln Financial Group postmarked by the deadline announced, will be increased only one times annual base pay. Coverage Tier Coverage Amounts 1, 2, 3, or 4 times pay up to $800,000, if elected during initial eligibility period $10,000, $50,000, or $100,000 $2,000, $10,000, or $20,000 Evidence Of Insurability Required $500,000 or more $100,000 None

Vision

Colleague Spouse

Dental

Child(ren)

Rx

Note: Coverage amounts for life and AD&D decrease at age 65. Spouse coverage ends at age 70. Refer to the enrollment checklist at the back of this guide to designate or change beneficiaries.

Eligibility

Wellness

Medical

17

Eligibility Wellness

Disability Benefits

Concentra provides basic long-term disability (LTD) coverage. You can purchase optional short-term disability (STD) and optional LTD Plus coverage. Combined, these benefits can provide a continuing source of income when you are unable to work due to illness or injury.

Short-Term Disability Coverage Maximum benefit up to 11 weeks (after waiting period) Age Group Under 25 25 ­ 29 30 ­ 34 35 ­ 39 40 ­ 44 45 ­ 49

LTD Plus 90 days 60% $10,000/ month Basic LTD 180 days 50% $5,000/ month

Medical

Bi-weekly Cost per $100 of Earnings $0.786 $0.898 $0.734 $0.596 $0.466 $0.527 $0.622 $0.786 $0.950 $1.079

Bi-weekly Pay Age Group Rate Cost Per Pay Period

Rx Dental

Overview Of Disability Benefits

Plan Provisions Waiting period Benefit (monthly base pay) Maximum benefit STD 13 days 60% $1,500/ week

Vision

50 ­ 54 55 ­ 59 60 ­ 64 65+

FSAs Reimburse. Accounts

: Calculation: _____________ ­ 100 X _____________ = _____________

Long-Term Disability Plus Coverage All Age Groups: $0.230 per $100 of bi-weekly salary

Optional Short-Term Disability (STD) Coverage

Optional STD is very important to consider. This benefit helps to replace your pay if you are unable to work due to a pregnancy or non-work-related accident or illness. In certain states, disability benefits under the STD plan will be reduced by state-provided disability payments. Once you are unable to work for 13 consecutive days due to a disabling illness or injury, the STD benefits will provide 60% of your weekly base pay up to a maximum weekly payment of $1,500 for up to 11 weeks. Evidence of Insurability (EOI) Forms. Coverage for STD benefits is subject to insurance company approval through evidence of insurability (EOI) for participants enrolling during the annual enrollment process. Newly eligible participants are not required to complete an EOI form as part of the initial/new hire enrollment process. The EOI form may be found on ConcentraTotalBenefits.com.

Life

: Calculation: _____________ ­ 100 X 0.230 = _____________

Bi-weekly Pay Cost Per Pay Period

Disability

Long-Term Disability

· Basic LTD is paid in full by Concentra to provide protection against total loss of income during an extended illness or injury. After 180 consecutive days of disability, basic LTD will pay 50% of your monthly base pay up to a maximum monthly benefit of $5,000. All eligible colleagues are automatically enrolled in basic LTD. · Optional LTD Plus supplements company-provided basic LTD by increasing the benefits level by 10% and reducing the waiting period. After a 90-day waiting period, the monthly benefit is 60% of monthly base pay up to $10,000.

ACTS 401(k) Legal Critical Illness Other EAP Holiday & PTO Coverage Ends

John Battey and family, Addison, TX

Checklist

18

Coverage Ends

Checklist

Holiday & PTO

Concentra ACTS

ACTS ­ Acts, Compassion, Teamwork, and Support ­ is a special way to provide monetary support to a colleague who has suffered an unforeseen, catastrophic event that results in a financial hardship. Contributions may be of any amount ­ as little as $1 per pay period ­ and are deducted each pay period. Note: Contributions are not tax-deductible.

EAP

Leaves Of Absence (LOA)

The Reed Group, in partnership with Lincoln National Life Insurance Company, administers all of Concentra's leaves of absence: disability, medical/Family Medical Leave Act (FMLA), military, and personal ... there is only one number to call when you need help! Remember to call 1.800.423.2765 before you go out on an LOA to obtain the appropriate paperwork needed to certify your leave time and when you are coming back from a period of absence. Training is available for managers and colleagues by logging on to ConcentraTotalBenefits.com or by contacting your local HR Manager.

Critical Illness

Other

Legal

The ACTS Committee reviews each request and determines whether the circumstances meet the plan criteria, and the assistance provided from the ACTS fund.

Examples of qualifying needs include, but are not limited to:

401(k)

· Disaster assistance (floods, hurricanes, tornados, earthquakes, fires, etc.). · Medical expense assistance (catastrophic medical situation). · Family emergencies (extreme financial hardship).

Disability

ACTS

Requesting ACTS Assistance

Two ways to request assistance from the ACTS fund are: · You may request assistance by faxing or mailing a completed ACTS Request Form along with supporting documentation. · You may nominate a fellow colleague who you believe has suffered a catastrophic event that has caused a financial hardship. An ACTS Request Form must provide the following information: · A complete description of the catastrophic event that led to the financial hardship. · The specific need and associated dollar amounts. · Other financial resources which may be available. · Supporting documentation to substantiate the requested amount. · A signature by the person requesting the assistance.

Rx

Dental

Vision

FSAs

Reimburse. Accounts

Life

The form is available at ConcentraTotalBenefits.com.

Medical

Eligibility

Wellness

Colleagues from Denver, CO CBO

19

Eligibility Wellness Medical Rx

401(k) Plan

Dental

Realizing that financial security is an important goal, Concentra offers eligible colleagues the Concentra 401(k) and Profit Sharing Plan administered by Fidelity Investments. The plan has been designed to provide you with an opportunity to save for retirement and other future needs. Here are some important reasons to participate in our 401(k) and Profit Sharing Plan: · It will take 60% to 80% of an average employee's pre-retirement income just to maintain his/her lifestyle after retirement ­ currently Social Security contributes only about 20%. · Pre-tax contributions to the plan reduce taxable income, and all investment gains grow on a tax-deferred basis. · Roth after-tax contributions allow earnings to grow tax free. · Convenient payroll deduction makes it the easiest way to save, since you pay yourself first. · The plan provides a wide array of investment options.

Aleksander and Klavdiya, children of Tatiana Sycheva-Johnson, Atlanta, GA

Vision FSAs Reimburse. Accounts Life Disability

Contributions

You may contribute 1% to 25% of eligible pay on a pre-tax and/or Roth after-tax basis up to the IRS limit. Changes to contribution percentages may be made at any time by logging on to 401k.com. Colleagues age 50 or over may make catch-up contributions up to the IRS limit.

ACTS

Eligibility

If you are 21 years or older, you are eligible to participate: · As a regular full- or part-time colleague on the first day of the month following 30 days of employment. · As a temporary colleague after working 1,000 hours within the first anniversary year or 1,000 hours in a calendar year. You will automatically receive an enrollment packet directly from Fidelity Investments upon initial eligibility.

401(k) Legal

Funds

The 401(k) Plan offers a variety of investment options ranging from capital preservation to an international stock fund. Current fund information and investment results are available on 401k.com.

Critical Illness

Enrollment

Voluntary Enrollment. If eligible, you may enroll at any time after the eligibility period by visiting 401k.com or by calling Fidelity at 1.800.835.5097. Automatic Enrollment for New Hires. Enrollment at 4% of eligible compensation begins after 90 days unless you elect another deferral percentage or opt out of the plan prior to that date. Automatic deferrals are invested in the Oakmark Equity & Income I (Balanced Fund). You may change your investment elections anytime.

Other EAP Holiday & PTO Coverage Ends Checklist

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Checklist

Coverage Ends

401(k) Matching Contributions

Concentra may make a discretionary matching contribution in an amount determined annually by the Board of Directors. Participants must be an active Concentra colleague on December 31 in order to be eligible for a company matching contribution for that plan year. Catch-up contributions are not eligible for a company match.

EAP

Holiday & PTO

Alan Ayers, Addison, TX

Other

401(k) Plan Rollovers

Critical Illness

Vesting Schedule

Vesting means gaining ownership of company matching contributions and is based on your years of service, starting with your date of hire. You are always 100% vested in your own contributions. Years Of Service 1 2 3 4 5 Vesting 20% 40% 60% 80% 100%

Funds from another qualified retirement plan or from a conduit IRA plan can be rolled over at any time. Contact Fidelity for the appropriate forms to provide to your former plan administrator. Withdrawals from your rollover account are limited.

Legal

Beneficiaries

Once you enroll in the 401(k) Plan, you should name a beneficiary. Married participants are required to obtain spousal consent to name someone in addition to, or instead of, their spouse as a primary beneficiary. Spousal consent forms must be notarized. Beneficiary designations are made online at 401k.com.

ACTS

401(k)

Loans

You may borrow up to 50% of the vested account balance for any reason. The minimum loan amount is $1,000 and the maximum is $50,000. Loan payments include interest and are payroll deducted on an after-tax basis. The total payment is deposited back into your 401(k) account. You can have one outstanding loan at a time.

Reimburse. Accounts

Life

Disability

MetLife Retirement Annuity

Starting January 3, 2011, Concentra is offering the MetLife Retirement Annuity Program as an IRA rollover option. Recognizing that creating lifelong income in retirement is as important as saving for it, Concentra will offer you the Guaranteed Income Program® provided by MetLife. With the MetLife Guaranteed Income Program, a fixed immediate income annuity, you can easily structure an income program to meet your needs. By converting just a portion of your retirement assets, you can create a stream of income that you cannot outlive and even provide lifetime income for a spouse or dependent. This program provides steady, predictable, retirement income through your choice of payment options. The MetLife Guaranteed Income Program may be appropriate for you if you are looking for: · Security of Lifetime Income ­ Income is guaranteed to last as long as you, or you and a second person, such as a spouse or dependent, live.1 · Dependability of Income Payments ­ Income is paid monthly and is not affected by the financial markets so the income you receive each month will never decline, even if the 21 markets do. This predictable income may be ideal to cover everyday living expenses. · Choice of payment types ­ You can select from a wide range of payment options to meet your needs. · Assistance understanding your options ­ MetLife Income Specialists will help you evaluate your options to determine which option best meets your needs. If you have more questions or would like to learn more about MetLife Guaranteed Income Program, contact a MetLife Income Specialist at 1.866.438.6477 or log on to www.metlife.com/mybenefits and click on Guaranteed Lifelong Income Center.

1 All guarantees are based on the claims-paying ability and financial strength of MetLife. Like most annuity contracts, MetLife annuities have charges and terms for keeping the contract in force. Product availability and features may vary by state. Pursuant to IRS Circular 230, MetLife is providing you with the following notification: The information contained in this document is not intended to (and cannot) be used by anyone to avoid IRS penalties. This brochure supports the promotion and marketing of MetLife's annuity products. You should seek advice based on your particular circumstances from an independent tax advisor.

Eligibility

Wellness

Medical

Rx

Dental

Vision

FSAs

Eligibility Wellness Medical Rx

Eastern Zone colleagues and family participating in 5k run

Dental

Legal Plan

Concentra's legal plan, offered through MetLaw by Hyatt Legal Plans, offers you the opportunity to "retain legal counsel" for yourself, your spouse, and dependents at a reasonable rate (less than $8 per paycheck). The plan has a nationwide network of more than 10,000 participating plan attorneys. These attorneys have met strong selection criteria and have an average of 22 years or more of legal experience. While the plan does have discounts for additional features, the majority of the services are free with the low monthly payroll deduction.

Vision FSAs Reimburse. Accounts

Legal Representation

Estate Planning Documents

· Simple and complex wills · Trusts (revocable and irrevocable) · Powers of attorney (health care, financial, child care) · Living wills · Codicils

Financial Matters

· Negotiations with creditors · Debt collection defense · Personal bankruptcy · Identity theft defense · Tax audit representation (municipal, state, or federal)

Real Estate Matters

· Sale or purchase of home · Refinancings · Tenant negotiations · Eviction defense · Security deposit assistance

Defense Of Civil Lawsuits

· Administrative hearings · Civil litigation defense · Incompetency defense

Life Disability

· School hearings · Pet liabilities

ACTS

Family Law

· Adoption · Guardianship · Name change · Premarital agreement · Protection from domestic violence

Traffic Offenses

· Defense of traffic tickets* (excludes DUI) · Driving privileges restoration (includes license suspension due to DUI) *Not available in all states

Document Preparation

· Affidavits · Deeds · Demand letters · Mortgages · Notes

Immigration Assistance

· Review of immigration documents · Preparation of affidavits and powers of attorney

401(k) Legal

Juvenile Matters

· Juvenile court defense, including criminal matters · Parental responsibility matters

Consumer Protection

· Disputes over consumer goods and services · Small claims assistance

Document Review

· Any personal legal document

Critical Illness

Additional Features

E-Services

· Attorney locator · Law Firm E-Panel · Life guide · Free, downloadable legal documents · Links to resources for financial planning, insurance, and work/life matters

SM

Other

Family MattersTM

· Available for an additional fee · Available to parents of participants for estate planning documents · Easy enrollment ­ online or by phone Note: Different terms/exclusions apply.

Reduced Fees

· Network attorneys provide representation for personal injury, probate, and estate administration matters at reduced fees.

EAP Holiday & PTO Coverage Ends

For more information, call 1.800.821.6400 or log on to legalplans.com and click on "Thinking about Enrolling?" You will find more information to help you decide whether to enroll. Passcode for Concentra colleagues is: METLAW.

Checklist

22

Checklist

Coverage Ends

Critical Illness Insurance

Insured by MetLife, critical illness insurance provides for your use for any reason if you are diagnosed with a critical illness. You must have medical coverage (not necessarily through Concentra) to be accepted for coverage. The cost of coverage is deducted automatically from your paycheck ­ as little as 24¢ a week depending on your age. You can elect $10,000 coverage for yourself. If you enroll for your own coverage, you may also elect coverage for your spouse/domestic partner and your dependent children for $10,000 each. The insurance provides payments if you or your covered dependent has one of the covered conditions in these categories. Category 1. Cancer Related Conditions · Full benefit cancer · Partial benefit cancer · Bone marrow transplant · · · · Heart attack Heart transplant Stroke Coronary artery bypass graft

Employee Assistance Program ...

Assistance for you and your family Whether you want to resolve a stressful work or personal situation, find legal resources, or get advice about financial concerns, the Employee Assistance Program (EAP) can help. The Employee Assistance Program ­ provided through CIGNA ­ is a confidential, professional counseling service provided to you and your dependents at no cost. Assistance with life management issues and concerns is available 24 hours a day, 7 days a week at 1.877.622.4327 or cignabehavioral.com (password: concentra).

Critical Illness

Other

EAP

Holiday & PTO

Pet Insurance

Veterinary Pet Insurance (VPI) offered through MetLife provides insurance to reimburse a portion of the cost of veterinarian expenses for injuries, accidents, and illnesses for your cats, dogs, birds, and exotic pets. You can choose to buy a standard plan or a superior plan that pays a higher level of reimbursement. You may also add Pet WellCare protection to either plan to cover routine care, such as wellness exams, vaccinations, and some preventive maintenance exams. You can enroll for pet insurance anytime during the year. You can choose a vet that you know and trust or any licensed veterinarian worldwide. The cost depends on your pet's age and species, and can be paid through payroll deduction. For more information, visit ConcentraTotalBenefits.com or contact MetLife at 1.800.GET.MET8 (1.800.438.6388).

ACTS

401(k)

Legal

2. Heart

Disability

Reimburse. Accounts

Life

3. Other

· Major organ transplant (other than bone marrow and heart) · Kidney failure

This plan has requirements and guidelines related to coverage. Pre-existing conditions, waiting periods, and suspension periods may apply. Before enrolling, colleagues should read all enrollment materials closely to understand how the plan works. Enrollment materials are available on ConcentraTotalBenefits.com. Call 1.800.GET.MET8 (1.800.438.6388) to speak to a representative Monday through Friday, 8am ­ 6pm, EST.

FSAs

Auto And Home Insurance

Auto and home insurance through MetLife is available at a discounted rate of up to 25% off standard rates. You have the option of paying for this coverage through payroll deductions. Coverage is available for: · · · · Auto Motorcycle Boat Fire · · · · Home Condo Mobile Home Renters

Rx

Dental

Vision

Wellness

When it's time to renew your auto and/or homeowners insurance, contact MetLife at 1.800.GET.MET8 (1.800.438.6388) to find out how you might benefit from this coverage. These benefits are available for enrollment throughout the year. Contact MetLife for more information. 23

Eligibility

Medical

Edward Taxin, D.O., Mesa, AZ center

Eligibility Wellness Medical Rx Dental

Elenor Thompson and Gina Banks, Addison, TX

Vision

2011 Holidays

Holiday Memorial Day Independence Day Labor Day Thanksgiving Day Day After Thanksgiving* Christmas New Year's Day 2012 Floating Holiday Observance Date Monday, May 30, 2011 Monday, July 4, 2011 Monday, September 5, 2011 Thursday, November 24, 2011 Friday, November 25, 2011 Monday, December 26, 2011 Monday, January 2, 2012 Employee's Discretion**

FSAs

Eligibility. Regular full-time and part-time colleagues are eligible for paid holidays.

Reimburse. Accounts Life Disability ACTS

* At certain locations, this holiday is observed at the discretion of the manager. ** Floating Holiday should be scheduled with management and is subject to business needs.

401(k) Legal

Paid Time Off

Concentra believes a healthy lifestyle includes a good work-life balance. Regular full-time and part-time colleagues (following the 90-day new hire orientation period) are eligible for paid time off (PTO), which includes vacation, sick time, and personal time. PTO is accrued according to the following schedule. Service Period 3 months to 5 years 5 to 10 years 10+ years Maximum Bi-weekly Accrual 4.92 hours 6.46 hours 8.00 hours PTO Days 16 days 21 days 26 days

Critical Illness Other EAP Holiday & PTO

Upon reaching the maximum accrued hours, PTO will stop accruing until PTO time is taken. PTO will not accrue during any type of leave of absence. Available PTO is updated each pay period and is shown on your paycheck stub.

Coverage Ends Checklist

24

Critical Illness

Other

EAP

Holiday & PTO

Coverage Ends

Checklist

Joanne Kinyon, Athletic Trainer in Oakland, CA

Legal

When Coverage Ends

401(k) ACTS

Coverage for you and/or your covered dependents under the medical, dental, and vision plans will end the last day of the month in which you or a covered dependent either: · Terminates employment at Concentra.

Notice of your right to continue coverage under COBRA, enrollment forms, contact information, and other applicable details will be mailed to your last known address by our COBRA administrator. The length of continuation ranges from 18 to 36 months, depending upon the qualifying event that resulted in the loss of coverage.

Disability

· Ceases to meet the eligibility requirements due to a change in employment status or reduction in hours to fewer than the minimum number required for plan participation. · Ceases to meet the eligibility requirements as a dependent (i.e., change in marital status or your covered child reaches age 26). · Fails to pay the required premium payments during a leave of absence.

FSAs

Reimburse. Accounts

Life

COBRA

Vision

Medical

Rx

A federal law known as Consolidated Omnibus Budget Reconciliation Act (COBRA) allows you to continue coverage up to 102% of the full cost of the medical, dental, or vision plan. You may also continue your participation in the Health Care Flexible Spending Account. You have 60 days from the date coverage ends (or of COBRA notification, whichever is later) to return the COBRA paperwork.

Dental

Maryhelen Mendez and son, Mario, from Chicago, IL CBO

Eligibility

Wellness

25

Eligibility Wellness

Life Insurance And Disability Coverage

All life insurance and disability coverage will end on the day that you or a covered dependent: · Terminates employment at Concentra.

Medical Rx Dental

· Ceases to meet the eligibility requirements including, but not limited to, a change in employment or marital status, or reduction in hours to fewer than the number required for plan participation. · Ceases to meet the eligibility requirements for a dependent. · Fails to pay the required premium payments during a leave of absence.

Verdena Shaw and daughter, Mia, Oklahoma City, OK South Center

Vision FSAs Reimburse. Accounts

Portability Of Life Plans

Company-provided basic life insurance is convertible to a whole life policy with rates based on age and gender. The colleague optional term life policy is portable. You may elect to continue all or a portion of optional life insurance coverage (minimum of $10,000) according to the same rate table that applied as an active colleague. Coverage for a spouse under age 70 may also be continued. Child life insurance coverage is not eligible for portability. IMPORTANT: You have 31 days from your termination to mail the appropriate form to Lincoln Financial Group, along with the premium payment for the first three months. Please contact Lincoln Financial Group for more information.

Flexible Spending Accounts

Flexible spending account coverage will end on the day that you or a covered dependent: · Terminates employment at Concentra. · Ceases to meet the eligibility requirements due to a change in employment status or reduction in hours to fewer than the minimum number required for plan participation. · Fails to make the required account contribution during a leave of absence.

Life Disability ACTS 401(k) Legal

Conversion Of Disability Plans

The long-term disability income plan benefits are not portable, but may be converted to an individual policy at individual rates if coverage ends due to termination of employment. You must contact Lincoln Financial Group directly within 31 days from the date of termination for information pertaining to LTD conversion. Please refer to the Provider Contact Information page in this guide for contact information.

401(k) Plan

Critical Illness

You may request a distribution or rollover of your account through Fidelity within 45 days of your final paycheck. This can be done by telephone or through 401k.com. Fidelity should be contacted regarding any outstanding loans.

Other EAP Holiday & PTO Coverage Ends Checklist

26

Checklist

2011 Benefits

Enrollment Checklist

For current colleagues during annual enrollment, log on to ConcentraTotalBenefits.com to access

the online enrollment system to complete your elections.

EAP

Holiday & PTO

Coverage Ends

For new hires, complete and FAX (number at top of form) the Benefits Enrollment/Change Form available online at ConcentraTotalBenefits.com within 31 days of eligibility. Refer to the "Eligibility and Enrollment" section of this guide

for more information.

Other

Critical Illness

For current colleagues with Life Events (Qualified Status Changes) during 2011, complete and FAX (number at top of form) the Benefits Enrollment/Change Form available online at ConcentraTotalBenefits.com

within 31 days of your Qualified Status Change. Refer to the "Eligibility and Enrollment" section of this guide for more information.

Legal

Additional forms to complete as part of enrollment: Forms may be obtained from ConcentraTotalBenefits.com.

DUE DATE

401(k)

New Hire Dependent(s)

Annual Enrollment

Within 31 days of eligibility

Covering dependent(s) for the first time who are 26 years of age or older and are disabled. You have contacted the Benefits Call Center and requested the paperwork for handicapped status approval.

ACTS

Within 31 days of eligibility

Flex

Signing up for the Flexible Spending Account and requesting a debit card. You have completed and faxed the Flex Convenience Debit Card Agreement Form, found on ConcentraTotalBenefits.com, to the Benefits Call Center.

Disability

Within 31 days of eligibility

11/21/10

Dental

Enrolling in the Aetna DMO for the first time. You have selected your primary care dentist (PCD) and provided the PCD information to Aetna via phone or www.Aetna.com.

Within 31 days of eligibility 11/21/10

Life

Reimburse. Accounts

Colleague Life Insurance

Increasing Colleague Optional Life Insurance more than one salary level or electing coverage over $500,000. You have completed and mailed the Evidence of Insurability Application to Lincoln Financial Group. Contact Lincoln Financial Group to confirm receipt of EOI.

Within 31 days of eligibility

11/21/10

Dependent Life Insurance

Electing Spouse Life for $100,000 (if not currently elected). Spouse has completed and mailed the Spouse Life Evidence of Insurability Application to Lincoln Financial Group. Contact Lincoln Financial Group to confirm receipt of EOI. Electing Short Term Disability Coverage after initially being eligible. You have completed and mailed the Evidence of Insurability Application to Lincoln Financial Group. Contact Lincoln Financial Group to confirm receipt of EOI.

FSAs

Within 31 days of eligibility

11/21/10

Disability

Vision

Within 31 days of eligibility

11/21/10

Beneficiaries

Designate or change beneficiaries for Life and/or AD&D insurance. New hires ­ complete the beneficiary section of the Benefits Enrollment/Change Form. Current colleagues ­ review/update as necessary your beneficiaries in the online enrollment system.

Within 31 days of eligibility 11/21/10

Dental

· Compare your paycheck stub to your Enrollment Confirmation Statement or Enrollment/Change Form. Rx Medical

ConcentraTotalBenefits.com

ConcentraTotalWellness.com

Eligibility

Wellness

(login = colleague, password = concentra)

27

Provider Contact Information

Benefit Plan Concentra Benefits Call Center Initial contact for enrollments/changes/issues CIGNA Advantage Plus Medical Plan myCIGNA Prescription Drugs (Colleague Plan) Prescription Drugs (Provider/Clinician Plan) Dental PPO Dental HMO Vision Employee Assistance Program Flexible Spending Accounts: Health Care/ Dependent Care/Commuter Reimbursement Life (Colleague Plan) Life (Provider/Clinician/Executive Plan) AD&D Leaves Of Absence: Family Medical Leave Act/ Short-Term Disability/Long-Term Disability Legal Plan Auto, Homeowners, Pet, and Critical Illness Insurance MetLife Retirement Income Center Concentra Inc. 401(k) And Profit Sharing Plan Wellness Incentive Program Wellness Challenges/Programs Disease Management Health Coaching 24-Hour Nurse Lines Administrator Lockton Dunning CIGNA CIGNA Express Scripts CIGNA Tel-Drug MetLife Aetna EyeMed CIGNA TaxSaver Lincoln Financial Group MetLife GVUL Lincoln Financial Group Lincoln Financial Group/Reed Group MetLaw (Hyatt Legal Plans) MetLife MetLife Fidelity Bravo Wellness, LLC Live Healthy America CIGNA Wellsource Health Solutions, LLC CIGNA Toll-Free Telephone 1.888.875.0453 1.800.244.6224 N/A 1.800.396.2240 1.800.285.4812 1.800.942.0854 1.877.238.6200 1.866.723.0513 1.877.622.4327 1.800.328.4337 1.800.423.2765 1.800.846.0124 1.800.423.2765 1.800.423.2765 1.800.821.6400 1.800.GET.MET8 (1.800.438.6388) 1.866.438.6477 1.800.835.5097 1.877.662.7286 1.888.282.0822 1.866.797.5833 1.866.397.2942 1.800.564.9286 (CIGNA) Website And/Or Email Address [email protected] www.CIGNA.com or www.myCIGNA.com www.myCIGNA.com www.Express-Scripts.com www.teldrug.com www.MetLife.com/mybenefits www.aetna.com www.eyemedvisioncare.com www.cignabehavioral.com (password: concentra) www.Taxsaverplan.com [email protected] https://gvulenroll.metlife.com [email protected] [email protected] www.Legalplans.com www.MetLife.com/mybenefits www.MetLife.com/mybenefits www.MetLife.com/mybenefits www.401k.com [email protected] [email protected] www.cigna.com/wellaware www.ConcentraTotalWellness.com N/A

28

This guide is intended as only a summary of the benefit plans offered as of January 1, 2011, and is not meant to be a complete plan document. The complete description of plan specifications, coverage, limitations and exclusions is provided in the appropriate summary plan description and/or plan document. All plans are subject to policy provisions and limitations and may be amended, modified or terminated at any time with or without notice. Applicable federal, state and local laws govern all plans. Participation in the Company employee benefit programs is in no way to be considered a contract of employment, implied or otherwise.

10/2010

Information

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