MBG FINAL Open Enrollment Presentation 11-7-2011 w audio

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1 2012 OPEN ENROLLMENT

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2 Welcome! Your new benefit elections will be effective from: January 1, 2012 to December 31, 2012 During Open Enrollment you will have an opportunity to: Add, drop or make changes to your current enrollments Update your beneficiary information Apply for Voluntary Short Term and Long Term Disability (Evidence of Insurability will be required) Open Enrollment begins on November 15th and ends on November 30th. Important Change for 2012 This year, your current benefits will automatically roll over from 2011 to 2012 at the same level of coverage (with no action needed on your part).   However, if you want to make any plan or coverage changes for 2012, you MUST access HRB to input those changes online during the open enrollment period of 11/15 to 11/30.

EMPLOYEE BENEFIT PACKAGE:

3 EMPLOYEE BENEFIT PACKAGE Medical Dental Voluntary Vision Basic Life and AD&D Voluntary Life and AD&D Voluntary Short Term and Long Term Disability Flexible Spending Account Health Savings Account (HSA) or Health Reimbursement Arrangement (HRA) 401k (visit www.mykplan.com for more information) Plan year for benefits: January 1, 2012 – December 31, 2012 Open enrollment begins on November 15th and ends on November 30th

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4 MEDICAL PLAN OPTIONS

CHOICE:

5 CHOICE SmartSuite from Humana offers you a choice of several medical plans. The mix includes: 3 HDHP plans: PPO plans with lower premiums. Compatible with a Tax Free Health Savings Account (HSA) through Metropolitan Bank Group. PPO: A Traditional PPO plan with Doctor Visit copays and a prescription card. 2 HMOs: Select Network, Choose a Primary Care Physician

Choosing the Right Plan for You and Your Family:

6 Choosing the Right Plan for You and Your Family Once you think about it, decide by: Comparing the plans How much will you pay up front? How much do you pay out of your own pocket? Choosing the plan that meets your healthcare needs and budget

What is the Difference Between…?:

7 What is the Difference Between…? “ Up-Front” Costs Paycheck contributions “Pay as You Go” Costs Co-payments – upfront amount/fee paid for services Deductible – amount member pays out before plan begins sharing costs for services Coinsurance – percentage amount Humana pays once the member has met their deductible (e.g. 80%). Member pays the remaining percentage (e.g. 20% until the Out of Pocket Maximum is reached) Out of Pocket Maximum – sum of the members deductible and coinsurance expenses

Choosing the Right Plan for You and Your Family :

8 Choosing the Right Plan for You and Your Family

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9 Summary of Benefits In-Network $0 $0 $3000 $6000 90% (member pays 10%) $25 Copay $55 Copay 100% $250/day for 1 st 3 days then 90% $250 Copay then 90% $150 Copay Covered in Full but ONLY if PCP is not available and claim is coded as UC necessary. Must follow plan rules. $15 / $30 / $50 Per RX 25% per RX This is only a plan summary of your benefits. Please refer to your carrier documentation for more detailed information. Humana – HMO Select 90% Deductible Individual Deductible Family Out of Pocket Individual Out of Pocket Family Coinsurance Office Visits-PCP Office Visits- Specialist Preventive Care Inpatient Hospital Facility Outpatient Surgery Emergency Room Facility Urgent Care Facility Prescription Drugs Tier 1 / Tier 2 / Tier 3 Rx Tier 4 See Pages 21-22 in the Open Enrollment Booklet for Per Paycheck Contributions

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10 Summary of Benefits In-Network $0 $0 $3000 $6000 70% (member pays 30%) $35 Copay $65 Copay 100% 70% $500 Copay then 70% $250 Copay Covered in Full but ONLY if PCP is not available and claim is coded as UC necessary. Must follow plan rules. $15 / $30 / $50 Per Rx 25% per RX This is only a plan summary of your benefits. Please refer to your carrier documentation for more detailed information. Humana – HMO Select 70% Deductible Individual Deductible Family Out of Pocket Individual Out of Pocket Family Coinsurance Office Visits-PCP Office Visits- Specialist Preventive Care Inpatient Hospital Facility Outpatient Surgery Emergency Room Facility Urgent Care Facility Prescription Drugs Tier 1 / Tier 2 / Tier 3 Tier 4 See Pages 21-22 in the Open Enrollment Booklet for Per Paycheck Contributions

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11 Summary of Benefits In-Network Summary of Benefits Out-of-Network $ 2,000 $4,000 $5,000 $10,000 80% (member pays 20%) $40 Copay $55 Copay 100% 80% after Deductible 80% after Deductible $150 Copay $55 Copay $15 / $30 / $50 Per Rx 25% per RX $4,000 $8,000 $10,000 $20,000 50% (member pays 50%) 50% after Deductible 50% after Deductible 50% after Deductible 50% after Deductible 50% after Deductible $150 Copay 50% after Deductible 50% after Deductible 50% after Deductible This is only a plan summary of your benefits. Please refer to your carrier documentation for more detailed information. Humana – PPO 2000 Deductible Individual Deductible Family Out of Pocket Individual (incl Ded) Out of Pocket Family (incl ded) Coinsurance Office Visits- PCP Office Visits-Specialist Preventive Care Inpatient Hospital Facility Outpatient Hospital Emergency Room Facility Urgent Care Prescription Drugs Tier 1 / Tier 2 / Tier 3 Tier 4 See Pages 21-22 in the Open Enrollment Booklet for Per Paycheck Contributions

PPO HRA Single Example :

12 PPO HRA Single Example

PPO HRA Family Example:

13 PPO HRA Family Example

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14 Summary of Benefits In-Network Summary of Benefits Out-of-Network $1,500 $3,000 $5,000 (incl. Ded) $10,000(incl. Ded) 80% (member pays 20%) Deductible then $30 Copay Deductible then $50 Copay 100% 80% After Deductible 80% After Deductible Deductible then $250 per admission. 80% After Deductible All Tiers Deductible then $15 / $30 / $50 copay 25% $3,000 $6,000 $10,000 $20,000 50% (member pays 50%) 50% After Deductible 50% After Deductible 50% After Deductible 50% After Deductible 50% After Deductible Deductible then $250 per admission. 50% After Deductible All Tiers 50% after Deductible is met This is only a plan summary of your benefits. Please refer to your carrier documentation for more detailed information. Humana – HDHP 1500 (Aggregate*) Deductible Individual Deductible Family Out of Pocket Individual Out of Pocket Family Coinsurance Office Visits-PCP Office Visits-Specialist Preventive Care Inpatient Hospital Facility Outpatient Hospital Emergency Room Facility Urgent Care Facility Prescription Drugs Tier 1 / Tier 2 / Tier 3 Tier 4 See Pages 21-22 in the Open Enrollment Booklet for Per Paycheck Contributions *Aggregate: Everyone in the family has to contribute to satisfy the family deductible. No benefits will be paid by Humana until the entire deductible is met.

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15 Summary of Benefits In-Network Summary of Benefits Out-of-Network $3,000 $6,000 $3,250 (incl. Ded) $6,500 (incl. Ded) 100% (member pays 0%) Deductible then $30 Copay Deductible then $50 Copay 100% 100% After Deductible 100% After Deductible Deductible then $250 per admission 100% After Deductible All Tiers Deductible then $15 / $30 / $50 Copay 25% $6,000 $12,000 $6,500 $13,000 70% (member pays 30%) 70% After Deductible 70% After Deductible 70% After Deductible 70% After Deductible 70% After Deductible Deductible then $250 per admission 70% After Deductible All Tiers 70% After Deductible is met This is only a plan summary of your benefits. Please refer to your carrier documentation for more detailed information. Humana HDHP 3000 (Aggregate*) Deductible Individual Deductible Family Out of Pocket Individual Out of Pocket Family Coinsurance Office Visits-PCP Office Visits-Specialist Preventive Care Inpatient Hospital Facility Outpatient Hospital Emergency Room Facility Urgent Care Facility Prescription Drugs Tier 1 / Tier 2 / Tier 3 Tier 4 See Pages 21-22 in the Open Enrollment Booklet for Per Paycheck Contributions *Aggregate: Everyone in the family has to contribute to satisfy the family deductible. No benefits will be paid by Humana until the entire deductible is met.

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16 Summary of Benefits In-Network Summary of Benefits Out-of-Network $5,000 $10,000 $5,000 (incl. Ded) $10,000 (incl. Ded) 100% (member pays 0%) 100% 100% After Deductible 100% After Deductible 100% After Deductible 100% After Deductible 100% After Deductible All Tiers 100% After Deductible is met $10,000 $20,000 $15,000 $30,000 70% (member pays 30%) 70% After Deductible 70% After Deductible 70% After Deductible 70% After Deductible 100% After In- Network Deductible ONLY 70% After Deductible All Tiers 70% After Deductible is met This is only a plan summary of your benefits. Please refer to your carrier documentation for more detailed information. Humana HDHP 5000 (Aggregate*) Deductible Individual Deductible Family Out of Pocket Individual Out of Pocket Family Coinsurance Office Visits-Preventive Office Visits-All others Inpatient Hospital Facility Outpatient Hospital Emergency Room Facility Urgent Care Facility Prescription Drugs Tier 1 / Tier 2 / Tier 3 Tier 4 See Pages 21-22 in the Open Enrollment Booklet for Per Paycheck Contributions *Aggregate: Everyone in the family has to contribute to satisfy the family deductible. No benefits will be paid by Humana until the entire deductible is met.

High Deductible Health Plan (HDHP) :

17 High Deductible Health Plan (HDHP) An HDHP meets certain IRS rules that make it compatible with a Health Savings Account (HSA): Deductible at or above the set IRS minimum Out-of-pocket maximum at or below the IRS maximum Amounts change every year and vary depending on whether you have single or family coverage Why you might want an HDHP: Premiums are lower Combined prescription and medical deductible Coinsurance after you reach the deductible Out-of-pocket maximum Opportunity to save tax-free money in an HSA

What is a Health Savings Account?:

18 What is a Health Savings Account? A Health Savings Account (HSA) is a tax-free savings account set up in an individual’s name to be used exclusively to pay for medical expenses. This is an interest bearing account that rolls over from year to year. A Health Savings Account (HSA) allows you to set aside pre-tax money for healthcare expenses like: HDHP deductible – medical and prescription costs Over-the-counter drugs Dental and vision care Contributions don’t count toward your taxable income for federal taxes; they’re not taxable in most states. The money always belongs to you – including any contributions your employer makes Save for now and the future Investment opportunity Cannot “pre-spend” HSA funds In order to be eligible for the HSA, you must enroll in one of the HDHPs

How the HDHP/HSA works:

19 How the HDHP/HSA works Doug’s HDHP has a $6,000 family deductible He puts $6,000 in an HSA – $800 from his employer and $5,200 in tax-free paycheck deductions Doug’s daughter goes to an in-network urgent care center: Humana calculates the provider discount, and then the center sends Doug a bill for $1,200 The cost applies to the family’s deductible (Doug is eligible for reimbursement from his HSA-he can use his debit card) Doug also needs to fill a prescription for his daughter: The cost is $75; Doug fills the prescription at an in-network pharmacy, so he gets the Humana discount Doug swipes his Metropolitan Bank Group Debit Card to pay for the medication (the $ comes out of his HSA account) The cost applies to the family’s deductible At the end of the year, Doug spent his employer’s $800 contribution, plus $475 of the money he put in tax-free He still has $4,725 left to use for future healthcare expenses

HSA Savings Account Debit Card:

20 HSA Savings Account Debit Card Metropolitan Bank Group will provide all HSA account owners with a debit card Debit card can be used at the doctor’s office or at the pharmacy to pay for medical expenses The HSA account must have the funds available in order to use the debit card. The funds will be taken out of your HSA automatically Remember to keep all receipts!

MBG HSA Contributions:

21 MBG HSA Contributions Employees with a salary of less than $40,000: Single employees will have $100 deposited into their HSA account every quarter. ($400 Annually) Employees with a family will have $200 deposited into their HSA account every quarter. ($800 Annually) Employees with a salary between $40,000 and $60,000: Single employees will have $50 deposited into their HSA account every quarter. ($200 Annually) Employees with a family will have $100 deposited into their HSA account every quarter. ($400 Annually) 2012 IRS MAXIMUM CONTRIBUTIONS $3,100 Annually for a Single $6,250 Annually for a Family $1,000 Catch up Contributions allowed for participants age 55 and older) Employees may deposit the difference between Metropolitan Bank Group’s contribution and the IRS maximum tax free.

What is a Qualified Expense?:

22 What is a Qualified Expense? The qualified expense list is the same for both the FSA and the HSA account Qualified expense list: Examples of qualified expenses are deductibles, coinsurance, routine and preventive physicals, hospital charges, medical supplies, prescriptions, dental and vision out of pocket expenses (Since 1/1/11 over the counter drugs must have a prescription in order to be a qualifying expense) For an extended list of expenses you can go to www. My Humana.com – it’s on the “Spending Accounts” page within the “Flexible Spending Accounts” section under Financial Tools. To find out more, go to the IRS Website, www.irs.gov, and look up publication 502, titled Medical and Dental Expenses

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Introducing… 23

A simple three-step approach:

1. Know your health Log onto Humana.com Take the Health Assessment Get your Biometrics Know your Vitality Age 2. Improve your health Set Goals Do healthy activities 3. Earn rewards iTunes Heart Rate Monitors Clothing Big Screen TV’s A simple three-step approach 24

Complete the Health Assessment:

Complete the Health Assessment 25

Receive Your Vitality Age:

Receive Your Vitality Age 26

Biometrics Screening:

Biometrics Screening What is tested in a Biometric Screening? 27

Set Goals:

Set Goals 28

Participate & Earn Points:

Education Health Risk Assessment First Aid certification CPR certification Online calculators Prevention Pap smear, Mammogram Prostate exam Childhood immunizations Flu shots Vitality Check™ blood screenings Healthy Living Tobacco free Weight management Blood pressure Blood glucose Cholesterol Blood donation Fitness Workouts at partner health clubs Workouts with verifiable devices Children's Sports Activities Fitness activities (ex. 5k race) Group fitness activities Organized wellness activities Participate & Earn Points Get the Whole Family Involved! 29

Achieve Vitality Status®:

Earn more Vitality Points, achieve higher Vitality Status… 10,000 8,000 5,000 0 -- 5,000 4,000 3,000 0 -- One Adult For Each Adult Dependent, Add Activating Wellness Complete HRA Committing to Wellness Set goals & ongoing engagement in activities; show positive outcomes Dedicating to Wellness Rigorous engagement throughout the year, good outcome measures or achievement of goals Championing Wellness Initial Status Achieve Vitality Status® 30

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Earn More Points – Spend Less Bucks! Bronze: 17,053 Vitality Bucks Silver: 15,317 Vitality Bucks Gold: 13,606 Vitality Bucks Platinum: 10,232 Vitality Bucks * Product availability and point value subject to change. 31

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32 Get Started in HumanaVitality ! 32

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33 DENTAL PLAN OPTION

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34 Summary of Benefits In Network Deductible Individual Family Benefit Maximum Yr. Preventive Basic Periodontics Endodontics Major Child Only Orthodontia Orthodontics Max. $50 $150 $2,000 100% Deductible Waived 80% After Deductible 80% After Deductible 80% After Deductible 50% After Deductible 50% Deductible Waived $2000 Lifetime LINCOLN FINANCIAL DENTAL PPO PLAN Summary of Benefits Out of Network $50 $150 $2,000 80% Deductible Waived 80% After Deductible 80% After Deductible 80% After Deductible 50% After Deductible 50% Deductible Waived $2000 Lifetime Single $7.77 Employee+Spouse $20.72 Employee+Child ( ren ) $17.45 Family $29.42 Per Paycheck Contributions

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35 VOLUNTARY VISION PLAN OPTION

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36 Summary of Benefits In-Network Frequency Eye Exam Frames Lenses or Contact Lenses Eye Exam Lenses Single Bifocal Trifocal Frames Contact Lenses Elective Medically necessary Every 12 months Every 24 months Every 12 months $10 Copay $15 copay $15 copay $15 copay $40 Wholesale Allowance Covered up to $110 100% HUMANA VCP VOLUNTARY VISION PLAN Summary of Benefits Out of-Network Every 12 months Every 24 months Every 12 months Up to $35 Reimbursement Up to $25 Reimbursement Up to $40 Reimbursement Up to $60 Reimbursement $40 Retail Allowance Up to $110 Reimbursement Up to $210 Reimbursement Single $3.32 Employee+Spouse $5.31 Employee+Child ( ren ) $5.47 Family $9.42 Per Paycheck Contributions

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37 LIFE AND DISABILITY INSURANCE COVERAGE OPTIONS

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38 Metropolitan Bank Group, through Lincoln Financial provides basic life insurance and accidental death & dismemberment (AD&D) insurance to all eligible employees at no cost . In the event of your death, the amount of your life insurance is payable to your designated beneficiary . Your Basic Life coverage is: Officers: $50,000 Non-Officers: $30,000 Union and Union Associated Employees: $20,000 At age 65: Reduced 65% of original amount At age 70: Reduced 50% of pre-age 70 amount Metropolitan Bank Group also provides a basic AD&D insurance equal to the life insurance amount at no cost to you. If death results from an accident, your beneficiary will be paid the full amount of your AD&D coverage in addition to your life coverage. PLEASE MAKE SURE TO VERIFY, UPDATE OR DESIGNATE YOUR BENEFICIARY INFORMATION WHILE YOU ARE COMPLETING YOUR 2012 ELECTIONS. BASIC LIFE AND AD&D

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39 If you feel your family needs more protection, Metropolitan Bank Group, through Lincoln Financial, provides you the opportunity to purchase additional voluntary coverage. Employee Benefit: $10,000 increments up to the lesser of five times annual earnings or $300,000 (Guarantee Issue: $200,000). Spouse Benefit: $5,000 increments up to the lesser of 100% of the employee life amount or $150,000 (Guarantee Issue: $30,000) Child Benefit : Birth – 6 months: $1000 6 months – 19 years: $10,000 VOLUNTARY LIFE AND AD&D Evidence of Eligibility Form required for amounts above Guarantee Issue Amount or for any employee applying for the first time at open enrollment. * One-time opportunity to enroll at Guarantee Issue without Evidence of Eligibility Form for newly eligible employees only.

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40 VOLUNTARY DISABILITY PLAN OPTIONS

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41 Short-Term Disability (STD) Provided through Lincoln Financial The Short-Term Disability plan will help replace your regular earnings when you are away from work because of a non-occupational sickness or accident for a brief absence. 60% of basic weekly earnings 1 day waiting period for Accident, 8 day waiting period for Illness Duration of benefits – 26 weeks Weekly Benefit Maximum $1,000 DISABILITY

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42 Long-Term Disability (LTD) Provided through Lincoln Financial The Long-Term Disability plan will help replace your regular earnings when you are away from work because of a non-occupational sickness or accident for an extended period of time. 60% of basic monthly earnings Elimination Period – 180 days Monthly Benefit Maximum - $5,000 Benefit Duration – up to 65 or Social Security Normal Retirement Age DISABILITY

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43 FLEXIBLE SPENDING ACCOUNT

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44 Annual Election Maximums: Medical- $3,000 You can file claims for any amount up to your total annual contribution amount at any time from January 1, 2012 thru March 15, 2013 even if you have not yet had that amount withheld from your pay. You will receive a reimbursement for your entire claim. You will simply continue to make your contributions each paycheck to cover the claim. Dependent Care- $5,000 You will be reimbursed from the Dependent Care Flex Account only up to the amount you have contributed at any given time. If you submit a claim that is larger than your account balance at that time, you will be reimbursed your full account balance and then continue to be reimbursed from your account as new contributions are made . *Remember, all elections are taken out of your paycheck pre-tax. This means that you are saving 20% or more on that money For 2012, the FSA continues with ADP

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45 NEXT STEPS

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46 WHAT DO YOU NEED TO DO? Important Change for 2012 This year, your current benefits will automatically roll over from 2011 to 2012 at the same level of coverage (with no action needed on your part).   However, if you want to make any plan or coverage changes for 2012, you MUST access HRB to input those changes online during the open enrollment period of 11/15 to 11/30. HRB can be accessed via the Internet at https://adp.eease.com

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