Simplifying benefits enrollment.

A changing landscape.

Rising costs. Employers face increasing costs related to health insurance and overall benefits.

9% increase for employers1. Expected increase for health care costs for their workers in 2011.

12% increase for employees1. Expected increase in employee out-of-pocket costs in 2011.

1. According to Hewitt Health Value Initiative™ database.

A changing landscape.

Employee burden. Employees will ultimately deal with increased costs and will be forced to use online tools and advisors to spend their benefits dollars wisely.

63% of brokers/consultants expect voluntary benefits participation to increase due to the state of the economy2. And 42% of employers agree.

2. According to Prudential’s Fifth Annual Study of Employee Benefits: Today & Beyond.

A changing landscape.

Holistic benefit approach. High Deductible Health Care plans are becoming increasingly popular, forcing the employee and employer to look at the planning and purchasing of “all” benefits more holistically (group core, voluntary and 401k).

14% enrolled in an HDHP in 20103. Representing 17.2 million adults ages 21–64 with private insurance.

3. According to the Employee Benefit Research Institute’s 2010 EBRI/MGA Consumer Engagement in Health Care Survey.

We believe in partnership.

Unique understanding of the market. Created from a partnership between a sophisticated national carrier, regional brokerage and data integration pioneer.

Broker-focused model. Partner with brokers to create technology and service solutions specific to the needs of each clients, as well as new income opportunities for brokers in a market affected by health care reform.

We believe in a new approach.

Foster knowledge. Increase understanding through our technology platform Life & Health-licensed Benefits Advisory Team.

Drive employee experience. Create benefits strategy that is proactive, all inclusive and based on a philosophy that brings product information to the employee when they need it (i.e. life events).

Forging connectivity.

Unique integration points. Collaborate with product providers through web services in group core, voluntary and 401(k) offerings to facilitate enrollment approvals (i.e. EOI) and election/information requests.

Advanced integration. Develop web service integration that supports a hire-to-retire strategy on our single-source enrollment platform.

We believe in transparency.

Transparent technology. Data feeds to and from carriers completely transparent for administrators to view.

Transparent service. Each interaction with an employee (call, chat, email, etc.) is attached to the member record and available 24/7 for administrator review.

Measuring success. Customer service metrics and status shared openly with each client.

We believe in dedication.

One goal: Delight our customers. We’re a technology company built on service-centric model that’s monitored carefully by specific metrics.

Client-centric service. Clients are assisted by the same core service team from sales discovery, to implementation, to day-to-day needs.

We believe in experience.

Business maturity. Businessolver opened in 1998 and has grown 40% year-over-year since 2005.

Robust system. The Benefitsolver single-source system has feeds with 500+ vendors and supports more than 2 million lives.

We believe in a single-source solution. Single-source. Data exchanges, services and case

management are built and managed from a single application – Benefitsolver.

Complete solution. Full suite of outsourcing services includes: Enrollment & Eligibility Benefit Advisory Services and

Voluntary Benefit Enrollment Service Center (Call Center Services) Document Fulfillment COBRA Administration

Verification Services (Evidence of Insurability and Life Event Verification)

Billing & Financial Reporting Retiree and Direct Billing Services Data Audits/Dependent Audits