Welcome to Your Direct Energy Benefits Guide

Your Direct Energy Benefits Package As a Direct Energy employee, you re eligible for the following benefits: Medical coverage through Blue Cross Blue Shield of Texas (BCBSTX) Prescription drug coverage through CVS Caremark Telemedicine services through MDLIVE Dental coverage through Blue Cross Blue Shield of Texas (BCBSTX) Vision coverage through VSP Spending Accounts and Commuter Benefits through WageWorks Employee Assistance Program through Magellan Life and accidental death & dismemberment insurance through Principal Disability coverage through Principal Additional Income Protection Benefits through TransAmerica and Trustmark, including * Critical Illness * Accident Coverage * Group Universal Life 401K Plan through Fidelity Welcome to Your Direct Energy Benefits Guide We know that our success depends on our people. One of the ways we recognize your valuable contributions is by offering comprehensive, high-quality benefits. These benefits are designed to protect your health, your family, and your wealth, and they re a significant part of the total rewards package our company offers. Your Benefits Your Choice We ve designed our benefits to give you choices so you can pick the benefits that are best for you and your family. You can enroll for benefits when you first become eligible or during the annual open enrollment period. You may change benefit choices after open enrollment only if you experience a qualifying event, such as marriage, divorce, or birth or adoption of a child and make the necessary elections at www. benefitsolver.com within 30 days after the qualifying event. Who Can Enroll? All Regular full time active Direct Energy employee are able to elect benefits, however, the waiting period for the coverage effective date may vary by line of business. Employees who are regularly scheduled for 30 or more hours per week are considered full-time for benefits eligibility purposes. Temporary or part-time employees are not eligible for benefits. We know that taking care of your family is important too. That s why when you enroll in many of the Direct Energy benefit plans, you can also enroll your: Spouse Domestic partner of at least one year (affidavit will be required). Your children, stepchildren, children of your domestic partner, or children for whom you have legal guardianship, up to age 26. Adult children of any age, who are disabled. Proof of dependent status may be required. Take a look inside this guide for more information about the benefit plans available to you for the January 1 through December 31, 2014 plan year. 2 2014 Benefits Open Enrollment Guide

Medical Coverage Few things are as important as managing your health and having access to highquality health care. Direct Energy offers two health care plans to U.S. employees as part of your Total Rewards package: Preferred Provider Organization (PPO) Plan Consumer Choice Plan (CCP) You have choices when it comes to health care. Not only do you have to choose your benefits for you and your family for 2014, you also have to decide how to use those benefits throughout the year. As you re making your decision, ask yourself these questions: How healthy is my family? What type of medical and prescription needs do I expect to have in 2014? Would I prefer to: have less money taken from my paycheck and save up for when I have a medical need, OR pay more up front so that I can have less out of pocket expenses when I see the doctor or get prescriptions? We want you to be able to make informed health care decisions for you and your eligible family members, so we re providing the tools and resources to help. That means taking some time to compare your options so you can choose the plan that s best for your situation. Be sure to read this guide and access online tools at www.bcbstx.com. Did You Know? Direct Energy can offer health plans at the lowest possible cost because they are funded by the company. Direct Energy has contracted with Blue Cross Blue Shield of Texas (BCBSTX) for administration of your benefits which means they verify eligibility, administer claims, and manage the networks but Direct Energy pays the bills and bears the risk for these costs. You pay a small portion of the cost through your premium contributions, deductibles, coinsurance, and copays, but Direct Energy pays all remaining costs. In 2013, Direct Energy is expected to pay over $31 million in medical costs for employees and dependents. PPO Plan With the PPO Plan, you have the freedom to receive care from any licensed provider. However, when you use network providers (doctors, hospitals, and other health care facilities that participate in the BCBS preferred provider network), you generally pay less. Network providers have agreed to provide services to plan members at special, discounted rates. For more information about your plan, go to www.benefitsolver.com 3

Did You Know? With the dollars you save in CCP premiums, you can contribute to your HSA pre-tax, use it to pay medical costs and carry an unused balance forward from year to year to use for future expenses even if you leave the company. With that kind of flexibility, the CCP might just be what you ve been waiting for! Because of the tax savings under the CCP and HSA, there are specific IRS rules that apply. It s important to understand how they work. So, you are encouraged to read this guide and use the online tools at www.benefitsolver.com or www. wageworks.com before making a decision. When You Use Network Providers For most routine and office services, you pay a copay For other network medical care and services, you pay 20% of the negotiated rate after you meet the deductible Claims are filed for you In general, once you ve met the plan deductible, you ll pay a percentage of the cost for each service until you reach the annual out-of-pocket maximum. This percentage of the cost is called coinsurance. Some services, such as in-network office visits, require only a copay a set dollar amount you pay when you visit the doctor - instead of paying the full cost of the visit. Here are the key provisions of how the PPO plan works: When You Go Out of Network You pay the deductible For most covered services, you pay 40% of the reasonable and customary (R&C) charges, plus 100% of any charges in excess of R&C. You may have to file claims yourself Preventive Care The plan provides preventive care, such as annual physicals and screenings, at no cost to you when you use an in-network provider. Deductible For most routine and office services, you pay a copay. For other network medical care and services, you must meet the deductible. Coinsurance After you ve met your annual deductible, Direct Energy pays a percentage of eligible expenses. You are responsible 20% of the remaining cost (in-network). Out-of-Pocket Maximum If you reach the out-of-pocket maximum in a year, the plan pays 100% of your remaining covered medical expenses for the rest of that year. You are still responsible for pharmacy expenses. Consumer Choice Plan (CCP) The CCP is a high deductible health plan with a Health Savings Account (HSA). The HSA offers you the opportunity to set aside pre-tax savings to pay for current or future health care expenses even after you retire or leave the company Direct Energy contributes money to your HSA just for enrolling $500/individual coverage and $1,000/family coverage that you can use to help pay the deductibles. (This contribution is pro-rated for employees who join the plan after January 1.) Your per-paycheck contributions for the CCP are significantly lower. Depending on how you use health care in a typical year, you could save money by enrolling in the CCP with a HSA. 4 2014 Benefits Open Enrollment Guide

Similar to the PPO plan, the CCP includes comprehensive medical and prescription coverage. In-network preventive care is generally covered at 100% with no deductible to help you and your family stay as healthy as possible. Certain preventive medications will bypass the deductible and you will only be charged the applicable pharmacy copay or coinsurance. What s different with the CCP is that, for most services, you ll have to meet a higher deductible before the plan pays its share. For 2014, the deductibles are $1,250 for a covered individual and $2,500 for a family. If you enroll your spouse/child(ren) and/or your family, you and your dependents must meet the full family deductible before the plan shares in the cost of non-preventive services. Here are the key provisions of how the CCP plan works: Preventive Care The plan provides preventive care, such as annual physicals and screenings at no cost to you when you use an in-network provider. Deductible You pay the full cost of covered services up to the deductible. You can use money in your HSA to satisfy the deductible. Coinsurance Once you meet the annual deductible, you share in the cost of services by paying coinsurance. You can use money from your HSA to pay these amounts. Out-of-Pocket Maximum If you reach the out-of-pocket maximum in a year, the plan pays 100% of your remaining covered expenses for the rest of that year. With the CCP, you can contribute money to a Health Savings Account (HSA) to offset your out-of-pocket costs or save for future health care needs. Following are the contribution limits for 2014: 2014 Individual Contribution Amounts 2014 Family Contribution Amounts Direct Energy s Contributions* Your Maximum Allowed Contributions Total Maximum Contributions for 2014** $ 500 $1,000 $2,800 $5,550 $3,300 $6,550 * Company contributions are pro-rated for employees who join the plan after January 1. ** If you are age 55 or older, you can contribute an additional $1,000 to your HSA. For more information about your plan, go to www.benefitsolver.com 5

Did You Know? Here is a how the HSA works in five simple steps: A complete list of qualified HSA expenses can be found in IRS Publication 502: Medical and Dental Expenses, available by visiting www.wageworks.com or www.irs.gov. START IT BUILD IT USE IT GROW IT KEEP IT After you enroll in the CCP, you will receive instructions from WageWorks on how to set up your HSA account. Your contributions to your HSA are made on a pre-tax basis through payroll deductions. You can roll over money from an existing HSA account; contact WageWorks for details. Your annual contributions cannot exceed the IRS limits, including your contributions and the company s contributions. You can change the amount you contribute any time. You can also make post-tax contributions directly to your HSA through personal check. You can use the money in your HSA to pay for covered health care for you and your qualified dependents. You can use your HSA debit card to pay for qualified expenses. Withdrawals from your HSA are tax-free, provided they are used for qualified medical expenses. You don t need to provide receipts for reimbursement you only need to save them for tax purposes. Unused money in your account will roll over to the next year. Your account will earn interest and grow over time. Once your account reaches $1,000, you may invest your HSA account balance in available mutual funds. Any interest and other investment earnings are yours to keep. You always own the money in your HSA. You can take the account with you if you leave Direct Energy. To participate in the HSA, you must: Be enrolled in the CCP plan option. Not be covered by any other health plan, such as a spouse s medical plan or a Health Care Flexible Spending Account. Not be enrolled in Medicare, TRICARE or TRICARE for Life Not have received VA benefits for medical or prescription drugs in the last three months. Not be claimed as a dependent on someone else s tax return. 6 2014 Benefits Open Enrollment Guide

Compare Your Options This plan comparison chart provides a side-by-side comparison of the PPO and CCP. Remember to go online to www.bcbstx.com and click on Insurance Basics then Understanding Costs. You will see the Health Plan Cost Estimator tool on that page; use it to see the financial impact of your plan choice. PPO Plan CCP In-Network Out-of-Network In-Network Out-of-Network Annual deductible $350 individual $700 family $700 individual $1,400 family $1,250 individual $2,500 family $2,500 individual $5,000 family Out of pocket maximum* $2,350 individual $4,700 family $4,000 individual $8,000 family $3,000 individual $6,000 family $6,000 individual $12,000 family Preventive care exams Free 40% after deductible Free 50% after deductible Physician's office visit $30 copay 40% after deductible 10% after deductible 50% after deductible Specialist office visit $45 copay 40% after deductible 10% after deductible 50% after deductible Inpatient facility and services 20% after deductible 40% after deductible 10% after deductible 50% after deductible Outpatient facility and services 20% after deductible 40% after deductible 10% after deductible 50% after deductible Emergency care (for medical emergency) $150 copay, waived if admitted 150 copay, waived if admitted 10% after deductible 10% after deductible Urgent care $50 copay $50 copay 10% after deductible 50% after deductible Prescription drugs retail Generic $10 copay $10 copay Formulary Non-formulary Prescription drugs mail order (90 day supply) 20% coinsurance ($70 max) 30% coinsurance ($120 max) 20% coinsurance ($70 max) 30% coinsurance ($120 max) Generic $20 copay $20 copay Formulary 20% coinsurance ($175 max) 20% coinsurance ($175 max) $10 copay (after deductible) 20% coinsurance (after deductible, $70 max) 30% coinsurance (after deductible, $120 max) $20 copay (after deductible) 20% coinsurance (after deductible, $175 max) $10 copay (after deductible) 20% coinsurance (after deductible, $70 max) 30% coinsurance (after deductible, $120 max) $20 copay (after deductible) 20% coinsurance (after deductible, $175 max) Non-formulary 30% coinsurance ($300 max) 30% coinsurance ($300 max) 30% coinsurance (after deductible, $300 max) 30% coinsurance (after deductible, $300 max) *All expenses, including prescription drug expenses, count towards the CCP out-of-pocket maximum. Only medical copays, coinsurance and deductibles count towards the out-of-pocket maximum for the PPO plan. For more information about your plan, go to www.benefitsolver.com 7

Did You Know? CVS Caremark s national pharmacy network is extremely broad with over 60,000+ pharmacies including most of the major grocery and pharmacy chains. Also, you ll pay less if you choose generics and if you fill your longterm maintenance medications through mail-order or at retail CVS pharmacies. Prescription Drug Coverage To help you pay for the cost of your medications, both medical options include prescription drug coverage through CVS Caremark. Your coverage offers: 30-day prescriptions through all participating retail pharmacies, 90-day prescriptions through the mail-order drug program 90-day prescriptions are also available through retail CVS pharmacies at the same cost as mail-order You must show your CVS Caremark member ID card when purchasing prescriptions at retail pharmacies to receive discounted rates. Generic Drugs Generic drugs have the same active ingredients, high quality, strength, purity and stability as brand-name drugs, per FDA rules. They may be a different shape or color, but they are just as safe and effective. When your doctor prescribes you medication, ask if it s a generic or brand-name. If your doctor says brand-name, ask if there is a generic equivalent or alternative. If a brand-name drug has a generic equivalent and you purchase the brand-name drug, you will pay the difference in retail cost between the brand-name drug and the generic drug plus the applicable brand copay. Any penalties you pay will not apply to your deductible or out-of-pocket maximum. Formulary / Non-Formulary Drugs Your prescription drug coverage is based upon CVS Caremark s standard formulary. The formulary is a list of preferred drugs that includes both brand-name and generic drugs. You can reduce your share of the cost by using a covered generic drug or a covered brand-name drug that appears on the formulary. Your cost will be highest if your physician prescribes a covered brand-name drug that does not appear on the formulary. The formulary also includes a list of medications that are excluded from coverage under your plan. If you elect to take a medication excluded from CVS Caremark s formulary, you will have to pay the full cost of the drug. You can find CVS Caremark s formulary along with its exclusions online at www. caremark.com. Maintenance Choice For long-term and maintenance medications (such as those for high blood pressure, allergies or diabetes), the Maintenance Choice program allows you to receive a 90- day supply of your medication at a lower cost in two ways: Through the CVS Caremark Mail Service Pharmacy (online, by phone, or through mail), OR At any CVS pharmacy. No matter which option you choose, your cost remains the same. 8 2014 Benefits Open Enrollment Guide

Telemedicine If you enroll in a Direct Energy medical plan for 2014, telemedicine services will be available to you and your family. (By law, this service may not be available in your state; see www.mdlive.com for details.) This means that you can have round-the-clock access to board-certified doctors and licensed therapists by online video, phone or secure e-mail to assist you with: Non-Emergency medical issues (especially as an alternative to the high cost of an emergency room or urgent care center) Situations when your doctor, pediatrician, or mental health professional is not available Medical care needs while you are traveling A prescription or refill Situations when it s not convenient to leave your home or office The cost for Telemedicine consultations are: PPO participants: $5 copay CCP participants: $38 Dental Coverage Dental health is an important part of your overall health. Direct Energy offers a comprehensive dental plan so you can get the dental care you and your family need. You can choose from two dental options the High and Low PPO plans. Coverage is provided through BCBSTX. You can choose to see a dentist outside of the dental network, but if you use a dentist within the network you will receive discounts which will result in a lower cost to you. To find an in-network dental provider, go to www.bcbstx.com. The chart below will help you understand your benefit coverage and costs under the High and Low PPO plans. PPO High PPO Low In-Network Out-of-Network In-Network Out-of-Network Deductible Individual $50 $50 $50 $50 Family $100 $100 $100 $100 Annual Maximum (per individual) $1,500 $1,500 $1,000 $1,000 Lifetime Orthodontia Max (per individual) $1,500 $1,500 $1,000 $1,000 Coinsurance Preventive 100% 100% 100% 100% Basic 80% 80% 60% 60% Major 50% 50% 50% 50% Orthodontia (Children) 50% 50% 50% 50% Orthodontia (Adult) 50% 50% 50% 50% Out-of-Network Dental Coverage If you use an out-of-network provider, plan payment will be based on charges that are reasonable and customary for your location. You will also be responsible for any charges over that amount, and may be required to file your own claims for reimbursement. For more information about your plan, go to www.benefitsolver.com 9

Vision Coverage Vision benefits are administered by Vision Service Plan (VSP). You may use any provider you choose, but you ll generally save more money if you use a provider within the VSP network because providers have agreed to charge negotiated rates for services. Plan Features In-Network PARTICIPANT pays these amounts Out-of-Network Reimbursement PLAN pays up to these amounts; participant pays the remainder Examination $20 Copay Up to $43 Benefit Frequency Examination One every 12 Months One every 12 Months Lenses One every 12 Months One every 12 Months Frames One every 24 Months One every 24 Months Contacts In lieu of glasses 1 pair contacts every 12 months In lieu of glasses 1 pair contacts every 12 months Covered Services Lenses Single Vision Lens $20 Copay Up to $26 Bifocal Lens $20 Copay Up to $43 Trifocal Lens $20 Copay Up to $60 Contact Lenses Conventional Medically Necessary Covered in full Up to $210 Elective Up to $105 Up to $100 Frames $120 Up to $40 10 2014 Benefits Open Enrollment Guide

Flexible Spending Accounts (FSAs) With an FSA, you can set aside tax-free money to pay for eligible expenses. When you participate in an FSA, you decide how much you want to contribute each plan year. The FSA plan year is January 1 through December 31. Your contributions are deducted from your pay before taxes are taken out, which lowers your taxable income meaning lower taxes for you! You may choose from three FSAs through Direct Energy: The Health Care FSA (for employees who elect the PPO health care plan or waive health coverage) Limited Purpose Health Care FSA (for employees in the CCP health care plan ONLY) The Dependent Care FSA Did You Know? As with any tax break, there are a few important rules for FSAs, so make sure to review the information before you enroll. Remember, the FSAs are use it or lose it. Any money left over at the end of the year will be forfeited. Following is more information about each of the three FSA plans: Health Care FSA PPO participants can contribute up to $2,500 to your Health Care FSA each year, and can use the money in the account to cover many expenses that aren t covered by the medical plan, including: Copays, deductibles, and coinsurance Many over-the-counter medications Smoking cessation programs Vision care not covered by your plan, including contact lens solution and LASIK surgery. Limited Purpose Health Care FSA CCP participants can contribute up to $2,500 to the Limited Purpose Health Care FSA each year. A Limited Purpose Health Care FSA works the same way as the Health Care FSA. However, you may ONLY use the funds to pay for eligible dental and vision expenses because you are able to obtain reimbursement for medical expenses through the Health Savings Account (HSA) associated with this medical option. Dependent Care FSA You can contribute up to $2,500 ($5,000 per married couple) to the Dependent Care FSA each year. This FSA can be used to cover expenses for the care of an eligible dependent (a child or a dependent adult), such as nursery or day care costs, so you and your spouse (if you re married) can work. For more information about your plan, go to www.benefitsolver.com 11

Did You Know? If you pay for public transportation to get to or from work or pay to park at work or a public transit facility, you can reduce your commuting costs on average by 30%. Examples of eligible expenses include: Public transit fares Official vanpool fees Parking passes and payment at parking meters, parking garages, or other parking locations near your place of work. There s no use it or lose it so balances can be rolled over. Did You Know? The EAP is a voluntary, confidential, short-term counseling and advisory service that connects you and your eligible family members to a network of dedicated professionals who are available to give assistance 24 hours a day. The program provides up to 5 visits per year, per condition. Commuter Benefits Your Direct Energy commuter benefit allows you to set aside pre-tax dollars each month to pay for transit and work-related parking expenses. You simply decide how much to contribute each month and that amount is deducted from your paycheck into a Commuter account, before Federal and State income and FICA taxes are taken out. From there, the money is available for you to use in a variety of ways you can even set the program to automatically refill your order for transit or parking passes each month. The contribution amount is up to you based on how much you currently spend and anticipate spending on commuting in the coming year. However, each year around the month of October, the IRS establishes maximum pre-tax limits. For example, for 2013, the amounts are as follows: Parking: $250 per month Transit: $130 per month Employee Assistance Program (EAP) All Direct Energy employees and family members automatically have access to the EAP a confidential resource available to help with life s everyday issues. When you contact the EAP, you can speak to a Licensed Clinician who will help answer your health-related questions. You ll also have access to licensed counselors who can help with other issues, such as: Parenting Work-related situations Relationship problems Substance abuse issues Stress/Anxiety Depression You may obtain more information about the EAP at www.magellanhealth.com/ member, and/or contact the EAP at (800)327-8703. 12 2014 Benefits Open Enrollment Guide

Income Protection Benefits Basic Life and Accidental Death & Dismemberment Insurance Regular full-time Direct Energy employees automatically receive company-paid basic life insurance and basic accidental death & dismemberment insurance (AD&D). Each of these benefits is equal to up to 2 times your annual salary (maximum of $1,000,000). Life insurance pays a benefit in the event of your death, while AD&D insurance provides an additional benefit to your beneficiaries in the event of your accidental death, or to you in the case of accidental loss of limbs, eyesight, and other specified bodily functions. Did You Know? Your Direct Energy disability benefits will coordinate with any state disability benefits available, so the maximum benefit won t be higher than the amounts described above. All disability leave requests should be communicated to your HR representative as soon as possible. Voluntary Life Insurance In addition to your company-paid basic life insurance, you have the opportunity to purchase more coverage for yourself in increments of $10,000 up to $500,000. If you purchase voluntary life insurance for yourself, you can also purchase coverage for your spouse and/or children. You can purchase spousal coverage of up to 50% of your employee voluntary life coverage in increments of $5,000 up to $250,000. You can elect dependent (child) coverage in $5,000 increments up to $25,000. If you currently have voluntary life insurance, you may increase your coverage by $10,000 without Evidence of Insurability. If you do not currently have voluntary life coverage, or request an increase in coverage of more than $10,000 you must complete an Evidence of Insurability (EOI) Form in addition to your enrollment form. The insurance company must approve the EOI before coverage can become effective. Disability Coverage Direct Energy provides all Regular full-time employees with two disability plans at no cost to employees. Short-term disability (STD) The STD plan pays a maximum of 70% of weekly earnings of your pre-disability earnings for up to 26 weeks of disability. Long-term disability (LTD) If your disability extends beyond 26 weeks, the LTD plan provides a benefit with a maximum of 66.67% of your pre-disability earnings, up to $8,000 per month until you reach age 65, provided that you continue to meet the plan s definition of disabled. For more information about your plan, go to www.benefitsolver.com 13

Did You Know? LifeEvents pays a higher death benefit during working years when expenses are high and your family needs maximum protection. Then at age 70, when expenses typically reduce, LifeEvents reduces the death benefit amount to better fit your needs. Additional Voluntary Income Protection Benefits Critical Illness CriticalAssistance Advance is designed to come to the rescue of families by helping pay the costs associated with the initial occurrence of a heart attack, stroke, cancer, or other serious illness as defined in the policy. You choose your benefit amount. Benefits are also available for your spouse and eligible children. Their benefit amount will be 50% of the benefit you elect. Payments can be used to cover related expenses, medical or otherwise, including: Deductibles, co-pays, hospital bills, and other medical expenses Child care or house-sitting for the family pet Credit card payments and other household bills Travel to out-of-town hospital or treatment facility Non-medical expenses like missed work and house-keeping Accident Coverage Accidents are a part of everyday life, but are you prepared for the added financial burden? Your medical coverage may not take care of all of the added expenses you ll have after an accident. If you have a serious accident, you ll want extra cash to cover your increased expenses. Accident insurance pays benefits you can use for medical bills and other out-ofpocket expenses or for any other purpose, including paying your mortgage or other bills. And the benefits are paid directly to you, not to your doctor or hospital. You can use this money for anything you need. The extra cash can really help you and your family during a difficult time. Group Universal Life Your Group Universal Life benefit, called LifeEvents, combines two important benefits into one. With LifeEvents, your life insurance benefits may be paid upon your death, as a living benefit for long-term care, or as a combination of both. The death benefit puts money in your family s hands quickly when they need it most. It s money they may use any way they wish to help cover short- and long-term expenses, such as funeral costs, rent or mortgage, debt, tuition, and more. The living benefit for long-term care accelerates the death benefit to help pay for home health care, assisted living, nursing care and adult day care services, should you or your covered spouse ever need them. Whether you use the living benefit or not, a death benefit remains available to your beneficiaries. 14 2014 Benefits Open Enrollment Guide

Retirement Benefits Another important part of your Total Rewards Package is your Direct Energy 401(k) plan. The 401(k) plan, administered by Fidelity, allows you to defer some of your salary pre-tax (before income taxes are taken out), so you can actually lower the amount of taxes you pay each period. And the best part is, effective January 1, 2014, Direct Energy will match 100% of the first 3% of your pay that you contribute to the plan, and 50% of the next 2% of your salary that you contribute. So, if you contribute 5% or more of your pay to your own retirement, Direct Energy will add 4% of your pay. And, effective January 1, 2014, all Company contributions are immediately vested, which means that you can keep the Company contributions when you leave Direct Energy. Did You Know? You can rollover any existing 401(k) balances into the Direct Energy Plan. A Roth 401(k) allows you to contribute after-tax dollars, but then withdraw tax-free dollars from your account when you retire (as long as the distribution is qualified ). be forfeited. The Plan also has a Roth option, which allows you to contribute after-tax money into the plan and withdraw those plus any earnings on them, tax-free after your retirement. All Direct Energy employees are eligible to participate on the day they become Regular employees. You can elect to contribute from 1 to 90 percent of your eligible pay up to the IRS dollar limit. You will be automatically enrolled in the plan at the 3% pre-tax contribution level if you don t waive participation or elect a different contribution level within 30 days. You will receive complete details about the new 401(k) Plan from Fidelity in December. For more information about your plan, go to www.benefitsolver.com 15

2014 Per-Pay Employee Contributions Benefit Plan Benefit Coverage Per-Pay Employee Contributions* Employees paid weekly Employees paid bi-weekly** Employee only $21.01 $45.53 PPO Health Care Plan* Employee + spouse $42.02 $91.05 Employee + child(ren) $39.92 $86.50 Employee + family $69.34 $150.23 Employee only $9.14 $19.80 CCP Health Care Plan * Employee + spouse $18.28 $39.61 Employee + child(ren) $17.36 $37.62 Employee + family $30.16 $65.35 Employee only $2.63 $5.69 High Dental Plan Employee + spouse $5.25 $11.38 Employee + child(ren) $7.88 $17.07 Employee + family $10.50 $22.76 Employee only $1.57 $3.40 Low Dental Plan Employee + spouse $3.13 $6.79 Employee + child(ren) $3.53 $7.65 Employee + family $5.36 $11.61 Employee only $1.58 $3.43 Vision Insurance Employee + spouse $2.79 $6.05 Employee + child(ren) $2.71 $5.88 Employee + family $3.88 $8.41 Employee Assistance Program 24/7 telephonic coverage Paid Entirely by Direct Energy Basic Life Insurance 2 x Basic Annual Earnings (up to $1,000,000) Paid Entirely by Direct Energy Basic Accidental Death & Dismemberment 2 x Basic Annual Earnings (up to $1,000,000) Paid Entirely by Direct Energy Short-term Disability 70% of weekly earnings Paid Entirely by Direct Energy Long-Term Disability 66 2/3% of earnings up to $8,000 per month Paid Entirely by Direct Energy Employee: $10,000 increments (up to $500,000) Spouse: $5,000 increments (up to $250,000 limited Voluntary Life Insurance to 50% of employee election) Child: $5,000 increments (up to $25,000) Provides a lump sum payment when income is lost Accident Coverage due to an accident. Designed to help pay for the cost of serious illness as Critical Illness defined in the policy. Provides benefits that may be paid as a death Group Universal Life Insurance benefit, as a living benefit for long-term care, or as a combination of both. * DEB employees should consult with Benefitsolver for employee Health Care contributions ** Deductions for employees paid bi-weekly are taken only from the first 2 pay checks in a month. Rate is based on elected amount (per $1,000 of coverage), age, and the employee or spouse s smoker status. Rate is based on elected amount and issue age. Rate is based on elected amount and issue age. Rate is based on elected amount and issue age. 16 2014 Benefits Open Enrollment Guide

How Do I Enroll? You can enroll in your benefits for the 2014 plan year through Benefitsolver, our enrollment vendor. You can enroll in benefits by contacting Benefitsolver in either of 2 ways: Online at www.benefitsolver.com, or By calling the Benefit Call Center at (800)588-9806. Benefitsolver is also your source for all benefits information after you participate in the plans. To elect your benefits online: Go to www.benefitsolver.com If you have not previously registered, Select the green Register button Enter your Social Security number, date of birth, and the company key: directenergy (all lowercase, one word) Create a user name and password and log-in REMINDER: THE OPEN ENROLLMENT PERIOD FOR 2014 BENEFITS IS November 11 through November 25, 2013. All employees must either elect or waive coverage during their enrollment period. If you do not enroll during your initial enrollment period you will not be eligible for employee-paid benefits, unless you experience a qualified life event. After you are logged in: Click on the Open Enrollment button Elect your benefits Be sure to click on Confirm when you are finished Print your confirmation statement. You can also log in to Benefitsolver to look up plan information, find participating providers, print off benefit confirmation statements, designate beneficiaries, and download any benefits-related forms. For more information about your plan, go to www.benefitsolver.com 17

2014 Benefits Open enrollment Guide carrier contacts For Questions about Provider/Administrator Website Phone Number General Questions Benefitsolver www.benefitsolver.com (800)588-9806 medical BlueCross BlueShield www.bcbstx.com (800) 521-2227 prescription drug CVS Caremark www.caremark.com (800)434-4864 telemedicine MDLIVE www.mdlive.com (800)400-6354 dental BlueCross BlueShield www.bcbstx.com (800) 521-2227 vision VSP www.vsp.com (800) 877-7195 spending accounts WageWorks www.wageworks.com (888)990-5099 Commuter Benefits WageWorks www.wageworks.com (888)990-5099 employee assistance program Magellan www.magellanassist.com (800)327-8703 life and accidental death & dismemberment insurance Principal www.principal.com (800)986-3343 disability Principal www.principal.com (800)986-3343 critical illness Transamerica www.transamerica.com accident coverage Transamerica www.transamerica.com Group universal life (lifeevents) Trustmark www.trustmarkins.com (847)615-1500 The information about the various Benefit Plans provided in this guide are brief summaries only. If any conflict is found between this guide and the official Plan Documents, the information in the Plan Document will prevail. Plan Documents and other Plan information can be found at www.benefitsolver.com. 18 2014 Benefits Open enrollment Guide