1. © 2005 SHRM SHRM Weekly Online Survey: May 10, 2005 Reservist Returning to Work - 051005 Sample comprised of 334 randomly selected HR professionals. Analyzing 334 responses of 2,075 emails sent, 2,009 received (response rate = 17%) Survey fielded May 10 – May 16, 2005; presentation generated on May 17, 2005. Margin of error is +/- 5%.

2. © 2005 SHRM SHRM Weekly Online Survey: May 10, 2005 What is your organization doing to help employees who are returning to work after active duty?

3. © 2005 SHRM SHRM Weekly Online Survey: May 10, 2005 What is your organization doing to help employees who are returning to work after active duty? Choice Count Percent of Sample Providing a pay increase (pay equal to what the employee would make if not called to active duty) 10130.2% Providing catch-up training/help transitioning back to work 10130.2% Not applicable, my organization has had no employees on active duty 9327.8% Providing re-employment into a position they would have attained but for their military service 8826.3% Recognition by management 8726.0% Providing employee with only what is required by law 7622.8% Other 298.7%

4. © 2005 SHRM SHRM Weekly Online Survey: May 10, 2005 OTHER We have had employees’ leave for active duty, but to date none have requested to return. We have continued the employee's pay differential between their salary rate and their military pay rate. Although we are not providing automatic pay increases, we are reviewing their salary upon return to make sure not behind peers. We also assist their transition on the front end by providing benefits continuation and differential pay for the first year of active service They were also recognized with a cash award as a thank you. Provide supplemental pay while on active duty to ensure income remains same Press release Offering them an opportunity to share their experiences with other employees. Not applicable as we are a Canadian company No full time active duty, just Reserves - Will follow USERRA. Holding their jobs until they return, letting them return to same position while retaining seniority rights and pay. Held position open for return, had interim people in place. Expediting request for Company transfer to place of relocation after discharge. Employee assistance program (EAP) Bonus payment effective during the time of active duty. Five days special leave for transition and case-by-case support.