The Hartford s Voluntary Benefits. DisabilityFLEX UNIQUE NEEDS, FLEXIBLE COVERAGE PRODUCT GUIDE

The Hartford s Voluntary Benefits DisabilityFLEX UNIQUE NEEDS, FLEXIBLE COVERAGE PRODUCT GUIDE Small Business 10-49 Lives Last Updated: April 2014 1

The Hartford Confidential. For Producer Use Only. This piece is not intended for public dissemination. 2

Table of contents The Hartford.... 4 Why Voluntary Benefits............................................ 5 The Hartford solution... 6 Product and standard plan features.... 7 Exceptions to coverage... 8 Rate cards.... 9 Underwriting guidelines... 9 Definitions.... 10 Market introduction.... 11 Educational tools....12 Comparison grid...13 How to get started...14 The Hartford Confidential. For Producer Use Only. This piece is not intended for public dissemination.

The Hartford Benefits inspired by a tradition of commitment. Believing that group benefits have the ability to help transform lives during challenging times, The Hartford honors all of our relationships with integrity, commitment and respect. With over 200 years in the insurance business, the outcome of our principles is evident by our market leadership in the Group Life and Disability business. Our benefits are designed for real-life situations, tailored to specific needs and supported by compassionate, personalized service. We see possibility where others may see limitations The Hartford is a leader in group benefits for a very good reason: We weave our experience into solutions that honor our relationships and make good on our promises. Guided by a belief in the power of ability, we work passionately to help individuals achieve their personal best. Honest answers. Transparent, customer-centered solutions Our products are centered on your clients, providing choices in plan designs, services and funding options. The following core offerings can be tailored to help meet your clients current and emerging needs: Core Offerings: Value-Added Services: Group Life & Accident Workforce Safety & Absence Management Group Disability Ability Assist 1 Voluntary Benefit Solutions Beneficiary Assist 2 Everest Funeral Planning 3 Travel Assist & ID Theft Prevention Services 4 In the forefront A trusted business insurance provider since 1810. Protecting more than one million U.S. small businesses. No. 2 seller of fully insured Group Disability coverage, No. 4 seller of fully insured Group Life,5 and the seventh largest carrier of Voluntary insurance.6 We bring the same knowledge and innovation that distinguishes our company in Group Life and Disability to the Voluntary Benefits marketplace. One of the World s Most Ethical Companies, 2008-2012.7 1, 2 Offered through ComPsych, the largest provider of Employee Assistance Programs, managed behavioral health and work-life crisis intervention. ComPsych is not affiliated with The Hartford and is not a provider of insurance services. For more information on ComPsych, visit www.compsych.com. Source: Business Insurance, Largest EAP Provider 2008 Survey, January 2009 edition. 3 Offered through Everest Funeral Package, LLC (Everest). Everest is not affiliated with The Hartford and is not a provider of insurance services. Everest and its affiliates have no affiliation with Everest ReGroup, Ltd., Everest Reinsurance Company or any of their affiliates. 4 Protection Services are provided by Europ Assistance USA. Europ Assistance is not affiliated with The Hartford and is not a provider of insurance services. 5 LIMRA s U.S. Group Disability and Life Sales Report: 3Q 2011. 6 Eastbridge August 2011 Voluntary worksite snapshot. 7 Ethisphere Institute Benefits. The Hartford Confidential. For Producer Use Only. This piece is not intended for public dissemination. 4

Why Voluntary Benefits? Options and flexibility have become significant components of a benefits package Employers have long used benefits as a way to set themselves apart from their competitors. That s because benefits have proven effective in recruiting and retaining valuable employees. In recent years, medical cost trends continue to increase and employers cannot afford to absorb the expense. Twenty-one percent of employers are considering moving a benefit from employer-paid to employee-paid, and 20 percent say they are likely to add a new voluntary benefit. In fact, total 2011 voluntary sales were up 4.5 percent to $5.48 billion, recovering from the previous year s decrease. With Health Care Reform and a changing economy, it s projected voluntary sales will continue to grow.1 EMPLOYEE BENEFIT CHOICES Extremely Important 43% Important 45% Not Important 3% Uncertain 8% TOTAL IMPORTANT: 88% TOTAL NOT IMPORTANT: 3% With voluntary benefits, employees can better determine what s right for their family and what coverage they can afford, at cost-advantaged group rates. Employees value a choice of benefits. In a recent study, 88 percent of employees said that being offered choices was important to them.1 Employer-sponsored, employee-paid Voluntary benefits from The Hartford can help employers manage overall benefit costs in the face of rising health care expenses while offering a competitive benefits package. They can provide a safety net for employees without placing the employer s bottom line at risk. And they can help employers do the right thing and the smart thing at the same time by expanding their employee benefits plan. Ultimately, voluntary benefits can: Provide a more comprehensive benefits package that doesn t impact earned revenue. Give employees a broader choice of benefits. Help boost employee satisfaction and attract new talent. 1 Eastbridge 2012 Trends in Voluntary Employee Benefits. The Hartford Confidential. For Producer Use Only. This piece is not intended for public dissemination. 5

The Hartford solution There are many reasons to partner with The Hartford in your voluntary marketing efforts. Enrollment tools Attractive and informative marketing material. MyTomorrow E-learning Tool Customizable online tool that educates employees on their benefit needs. Educational Chalk Talks Fun, educational videos to help demonstrate to employees why Life, Disability and AD&D insurance are important. Disability claims experience Over-the-phone clinical claims intake ensures faster, easier claims application and processing with paperless intake. Ninety-seven percent of all STD claims are handled within five business days.1 Call-out claims model provides support from a claims manager who works with the attending physician s office to help the claimant gather relevant medical records for initial claims review. Return-to-work coordinators support employers in accommodating employees and promoting the value they bring to the organization. Rehabilitation program offers clinical, vocational and job placement services for employees. Additional services Employer View and Producer View Online access to administration kits for employers and consultants. A wide array of services, including billing, claims, medical underwriting, commissions and licensing. TheHartfordAtWork.com, a website designed just for employees, where they can securely manage their benefits 24/7, start a claim, set up direct deposit, check status of a claim, view claims payment details, access forms, and more. 1 Based on internal data and research by The Hartford from 2011. The Hartford Confidential. For Producer Use Only. This piece is not intended for public dissemination. 6

DisabilityFLEX DisabilityFLEX is a non-occupational Short-term Disability product that is 100% employee-paid. It s designed to help protect an employee s paycheck if he or she becomes sick or injured outside of the workplace. The flexible plan design offers a wide array of benefit amounts. Employers are able to create a menu of options for employees to choose from. Employees are able to choose the weekly benefit amount, benefit duration and benefit commencement period that helps meet their needs and budget. STANDARD PLAN FEATURES: Employer selects max of two benefit duration options and commencement period options to offer employees. Guaranteed issue1 Initial annual open enrollment. New employees or change in family status (within 31 days). Benefit options PREMIUM PAYMENT: Premiums are paid post-tax.2 BENEFIT AMOUNT: Flat dollar benefit amount from $100 $1,000 per week in $100 increments, not to exceed 60 percent of earnings. COMMENCEMENT PERIOD: 8, 15, 30 calendar days. BENEFIT DURATION: 13, 26, 52 weeks. OTHER INCOME BENEFITS (OFFSETS): None. DEPENDENT COVERAGE: None. DEFINITION OF DISABILITY: Partial Disabled and Working Benefit; partial and total disabilities are covered. EARNINGS DEFINITION: Regular weekly rate of pay, excluding bonus, commission, tips/tokens, and/or other fringe benefits or compensation. COVERAGE BASIS: Non-occupational sickness and injuries; maternity is treated as any other illness. INITIAL RATE GUARANTEE: Two years. RATE BASIS: Rates are illustrated in the Proposal, Rate Cards, Enrollment Materials, and Contract as per $100 of weekly covered benefit. Premiums are based on the employee s age on his/her effective date, and are based on his/her age on each Policy Anniversary Date thereafter. Rates and/or benefits may be changed on a class basis. 1 Subject to the plan s Pre-existing Conditions Limitation. 2 This information is written in connection with the promotion or marketing of the matters addressed in this material. The information cannot be used or relied upon for the purpose of avoiding IRS penalties. These materials are not intended to provide tax, accounting or legal advice. As with all matters of a tax or legal nature, your clients should consult their own tax or legal counsel for advice. The Hartford Confidential. For Producer Use Only. This piece is not intended for public dissemination. 7

Exceptions to coverage What disabilities aren t covered? Exclusions: The Policy doesn t cover, and The Hartford will not pay a benefit for, any Disability: 1. unless the insured is under the regular care of a Physician; 2. that s caused or contributed to by war or act of war, whether declared or not; 3. caused by the insured s commission of or attempt to commit a felony; 4. caused or contributed to by the insured being engaged in an illegal occupation; or 5. caused or contributed to by an intentionally self-inflicted Injury; 6. for which Workers Compensation benefits are paid, or may be paid, if duly claimed; 7. sustained as a result of doing any work for pay or profit for another Employer, including self-employment. Additional exclusions: (to apply if there s a prior carrier) If the insured is receiving or is eligible for benefits for a Disability under a prior Disability Plan that: 1. was sponsored by the insured s Employer; and 2. was terminated before the effective date of The Policy; 3. no benefits will be payable for the Disability under The Policy. Pre-existing Condition Limitation:1 For cases with 10-49 lives and Traditional EOI Enrollment. This limitation applies to conditions for which an employee receives medical services within 12 months before the effective date of coverage. No benefits or increases in benefits are payable for a disability resulting from such a condition until the employee has been covered for 12 consecutive months. Pre-existing Condition Limitations1 benefit duration when limitation applies: If an employee s Disability is the result of a Pre-existing condition, the maximum duration of benefits payable is 4 weeks. 1 State variations may apply. The Hartford Confidential. For Producer Use Only. This piece is not intended for public dissemination. 8

Rate Cards & underwriting guidelines Rate Cards will be used on all cases with less than 500 eligible lives (subject to state availability). Cases over 500 eligible lives will be manually rated. The DisabilityFLEX Rate Card outlines Rates per $100 weekly benefit amount; Industry Classification; Situs State Grouping;1 Benefit Commencement Periods: 8/8, 15/15, 30/30 days Injury/Sickness; and Age bands: Under 35, 35-49, 50-59, and 60+. To get a copy of the DisabilityFLEX Rate Card, please contact your Hartford Sales Representative. Note: Rate Cards and state availability are based upon the situs state of the Policy. There are certain industry classifications (SIC) that will not be available for quoting. Rate Cards are not available in all states. An updated state list is available from your Hartford Sales Representative. Eligibility census file requirements for Rate Cards Pre-sale census is NOT required for Rate Card cases. Sold case census and final employee census are required on all DisabilityFLEX cases. Only full-time employees are eligible for DisabilityFLEX coverage. Part-time, seasonal and retired employees are not eligible for coverage. Thirty hours is our standard. Underwriting Guidelines Criteria to provide a DisabilityFLEX quote (10-49 eligible lives in states with approved Rate Cards): Client name, location and information (confirmation there are no employees working in New York, New Jersey, Hawaii, California, Rhode Island, Washington, Colorado or Puerto Rico). Confirmation of current eligible lives. 1 Situs state groupings are a way of managing rates based upon area factors. Using the situs state groupings simplifies the way the area factors are applied for Rate Card use. The Hartford Confidential. For Producer Use Only. This piece is not intended for public dissemination. 9

Definitions ACTIVELY AT WORK means at work with the Employer on a day that is one of the Employer s scheduled workdays. On that day, the insured must be performing for wage or profit all of the regular duties of the insured s occupation: 1. in the usual way; and 2. for the insured s usual number of hours. The Hartford will consider the insured Actively at Work on a day that is not a scheduled work day only if the insured was Actively at Work on the preceding scheduled work day. DISABLED AND WORKING means that the insured is prevented by: 1. Injury 2. Sickness 3. Mental Illness 4. Substance Abuse, or 5. Pregnancy from performing some, but not all of the Essential Duties of the insured s occupation, is working on a part-time or limited duty basis and, as a result, the insured s current weekly earnings are more than 20 percent, but are less than 80 percent of the insured s Pre-disability Earnings. ESSENTIAL DUTY means a duty that: 1. is substantial, not incidental, 2. is fundamental or inherent to the occupation, and 3. cannot be reasonably omitted or changed. The insured s ability to work the number of hours in the insured s regularly scheduled work week is an Essential Duty. INJURY means bodily injury resulting: 1. directly from accident, and 2. independently of all other causes which occurs while the insured is covered under The Policy. However, an Injury will be considered a Sickness if the insured s Disability begins more than 30 days after the date of the accident. SICKNESS means a Disability which is: 1. caused or contributed to by: a. any condition, illness, disease or disorder of the body, b. any infection, except a pus-forming infection of an accidental cut or wound or bacterial infection resulting from an accidental ingestion of a contaminated substance, c. hernia of any type unless it is the immediate result of an accidental Injury covered by The Policy, or d. pregnancy. 2. caused or contributed to by any medical or surgical treatment for a condition shown in item 1. above. TRADITIONAL (EOI) ENROLLMENT has a scheduled enrollment period and standard evidence of insurability (EOI) requirements apply for late entrants (employees who were previously eligible for coverage who did not enroll within 31 days of the date they were initially eligible) and for increases in coverage. VOLUNTARY is a means of offering coverage where the consumer has a choice to purchase products for themselves and their dependents through an employer- or association-sponsored program and pays some or all of the premium to obtain that coverage. The Hartford Confidential. For Producer Use Only. This piece is not intended for public dissemination. 10

Market introduction DisabilityFLEX lets employees tailor specific features to suit their needs and income. It s a customizable, 100% Voluntary disability insurance coverage. Like standard STD, it s designed to help protect an employee s paycheck after a non-work-related injury or illness. The flexibility of the plan design is contained in the options shown in the PLAN FEATURES section of this Guide. Keys to success with DisabilityFLEX are: understanding that too many choices at the employee level is confusing; a positive enrollment experience is critical; and capturing all needed employee data accurately is essential. Market opportunities may be found among four common employer benefit scenarios. TARGET AUDIENCE SCENARIO 1. Employer Groups without Disability coverage. 2. Employer Groups with noncontributory LTD coverage and no STD. 3. Employer Groups with voluntary LTD coverage and no STD. 4. Employer Groups with modest income levels. KEY MESSAGE/MOTIVATOR Allows employers to offer a benefit at no cost to them that helps provide their employees with income protection, while helping to support their company s productivity goals. A setup that can yield very positive results. The product has flexibility in terms of commencement and duration. We can design the DisabilityFLEX plan around elimination period of the LTD plan. If an Employer has a Voluntary LTD program already in place, there might be some employees who did not purchase the LTD benefit that pays to age 65 or Social Security Normal Retirement Age (SSNRA) because they might not have been able to afford the premium payment even though they might really see a need for it. DisabilityFLEX is customizable coverage that might help meet the needs of these employees. This product has been designed to assist employees with more modest salaries and less discretionary income to choose a balance between their benefit levels and premium that works for their individual situations. These Employer Groups see the value of helping to protect employees paycheck. DisabilityFLEX cannot be quoted and sold in Colorado and Washington, as well as any of the six statutory jurisdictions, which are: New York, New Jersey, Hawaii, California, Rhode Island, and the commonwealth of Puerto Rico. DisabilityFLEX is not available to employees working in these jurisdictions. DisabilityFLEX is currently not available for quoting: On an ASO (administrative service only) basis For certain industry classifications (SIC) For Physician Segment For Attorney Segment The Hartford Confidential. For Producer Use Only. This piece is not intended for public dissemination. 11

Educational tools Educational Chalk Talks Fun, educational videos demonstrating the value of Group Life, Disability and Accidental Death & Dismemberment insurance. These quick, two-minute clips explain in simple language how the products work and when an employee may benefit from the coverage. They can be shared with employees in a variety of ways: on intranet sites, through email communications, or simply played during enrollment events. E-learning tool Give employees an interactive, empowering way to learn about the importance of Disability, Life and Accidental Death and Dismemberment insurance with this rich-flash, customizable online tool. Your landing page is tailored to display key enrollment content (like a benefits highlight sheet) while showing employees how our insurance products can help protect their financial future. Employees can view plan details, link to enrollment forms, even watch customer testimonials. Available via a unique URL to link to the employer s benefits website or other location. Traffic drivers to the URL, such as e-cards, also available. Landing page displayed throughout enrollment period. www.thehartfordatwork.com This is the mother ship of information for employees, during enrollment and year round. It offers clear, concise information and interactive tools that can make managing their benefits easier, more efficient, even stress-free. Plus, timely facts and helpful tools for disability claims. We ll promote the site several times during enrollment, then make it available for 24/7 access. The Hartford Confidential. For Producer Use Only. This piece is not intended for public dissemination. 12

Comparison grid KEY: Contribution Type Voluntary (100% Employee Paid) Coverage Basis Non-Occupational Benefit Commencement Period 8 Calendar Days 15 Calendar Days 30 Calendar Days Maximum Duration of Benefits 13 weeks 26 weeks 52 weeks 10-49 Lives 104 weeks Weekly Benefit Amount $100-$1000 weekly benefit in $100 increments. An incremental benefit amount that cannot exceed 60% of earnings. Taxability Premium Paid Post Tax; Benefit Tax Free Offsets 50-999 Lives 1,000+ Lives No Offsets Pre-existing Conditions 12/12 6/6/12 3/3/12 Benefit when Pre-ex Limitations Apply 4 weeks Definition of Disability Partial - Disabled and Working Benefit without Commencement Option Earnings Test Standard = Available = Not Available = 80% (Partial) 20% (Total) Waiver of Premium Not Included First Day Hospitalization Not Included Continuity of Coverage No Loss; No Gain for prior coverage under a group policy The Hartford Confidential. For Producer Use Only. This piece is not intended for public dissemination. 13 KEY: 10-49 Lives 50-999 Lives 1,000+ Lives Portability Not Included Rate Guaranteed 2 Years 3 Years Rate Basis Rate Card Manually Rated Census File Requirements Pre-Sale Census Sold Case Census Final Employee Census Billing Types List Bill Standard = Available = Not Available = Self Admin Billing Enrollment Method Traditional Enrollment Annual Open Enrollment Eligibility Requirements Full Time (30 hours) Full Time (20 hours) Excludes employees working in CO and WA Excludes employees working in CA, HI, NJ, NY, RI, and PR Min Participation Requirement 10 Enrolled Lives 25% of Eligible Lives Producer Compensation 10% Flat 15% Flat Other

How to get started Achieve What s Ahead. Contact the Small Business Center for more facts on how our Voluntary benefits can help grow your business and meet your clients fast-changing needs. Visit thehartford.com/gbsmallbusiness or call our toll-free number 888-899-9174 (Monday - Friday, 8 a.m. to 8 p.m. EST). It s how smart benefit decisions begin. For Use with Certificate Form # GBD-1200 (10/08) For Producer Use Only. This Voluntary Sales Guide is for producer education purposes only and is not an insurance contract. For more information on voluntary enrollment procedures, please consult your Hartford Sales Representative. The Hartford is The Hartford Financial Services Group, Inc. and its subsidiaries including issuing companies Hartford Life Insurance Company and Hartford Life and Accident Insurance Company. Home office is Hartford, CT. All benefits are subject to the terms and conditions of the policy. Policies underwritten by the issuing companies listed above detail exclusions, limitations, reduction of benefits and terms under which the policies may be continued in force or discontinued. STGDIFLEX2012 4470a 04/14 Printed in U.S.A. 2014 The Hartford Financial Services Group, Inc. All rights reserved. The Hartford Confidential. For Producer Use Only. This piece is not intended for public dissemination. 14