© 2003 SHRM SHRM Weekly Online Poll: March 4, 2004 QOTW - Reservist Support Analyzing 211 responses of s sent, 1552 received (response rate = 14%). Fielded February 24 – March 4, 2004; presentation generated on March 4, Margin of error is +/- 6.9%. Compared to SHRM March 2003 Current Events Survey (number of respondents = 372)

© 2003 SHRM SHRM Weekly Online Poll: March 4, 2004 What type of direct compensation (i.e., income) support, if any, is your organization offering those employees who are on active duty?

© 2003 SHRM SHRM Weekly Online Poll: March 4, 2004 What type of direct compensation (i.e., income) support, if any, is your organization offering those employees who are on active duty? ChoiceCountPercent of Sample Providing pay equal to what the employee would make if not called to active duty % Providing half pay (half of the employee's current salary)00.0% Providing pay differential (the difference between what the employee is paid by the military and what he/she would be making if he/she were working) % Providing NO direct compensation support8238.9% Other5224.6%

© 2003 SHRM SHRM Weekly Online Poll: March 4, 2004 None an active duty We do not have any employees on active duty. Military pay integrated with PTO Differential for first six weeks. No employees on active duty Salaried employees get difference, hourly employees 2 weeks pay only as per union contract No employees in this category Have not been faced with the issue. We don't have anyone here on active duty. No employees on active duty Providing pay differential for a "reasonable" length of time, no definition of what is reasonable Have no employees called to active duty No employees on active duty What type of direct compensation (i.e., income) support, if any, is your organization offering those employees who are on active duty? Other - specify

© 2003 SHRM SHRM Weekly Online Poll: March 4, 2004 No employees on active duty No one is in the military Pay differential for up to 30 days Employees paid for first 2 weeks regular wage We don't have anyone on active duty We have no employees on active duty No policy at this time; have not had this case yet case by case basis We do not have anyone on active duty First 30 days, get normal pay. After 30 days, pay differential. We have no one on active duty. We have no employees on active duty For the first two weeks of military leave. Unpaid after that period. First two weeks - full base pay, less military pay. Then 30 days at 2/3 base pay, less military pay. Vacation pay will continue to accrue prorated at 2/3. After 30 days at zero base pay, unless the employee elects to use any unused, accrued vacation pa We have no one on active duty We have no one affected to date. What type of direct compensation (i.e., income) support, if any, is your organization offering those employees who are on active duty? Other – specify, cont’d.

© 2003 SHRM SHRM Weekly Online Poll: March 4, 2004 N/A No Employees in this situation. Providing pay differential for a period of time, depending on length of service to our organization No policy on subject Not applicable Have no one that has been called to duty provide the pay difference for 2 weeks then unpaid Not applicable No current employees on active duty Not applicable (no personnel affected) No policy - we have never faced this situation Providing differential for up to 2 weeks, and employee contributions We have not had any No employees in military None. We have no active duty employees. No employees of this status No one on active duty No active duty employees in my office Never had to deal with a case like this What type of direct compensation (i.e., income) support, if any, is your organization offering those employees who are on active duty? Other – specify, cont’d.

© 2003 SHRM SHRM Weekly Online Poll: March 4, 2004 What other types of benefits support (i.e., nondirect compensation support) is your organization offering those employees (and their families) on active duty?

© 2003 SHRM SHRM Weekly Online Poll: March 4, 2004 What other types of benefits support (i.e., nondirect compensation support) is your organization offering those employees (and their families) on active duty? ChoiceCountPercent of Sample Providing an extension of health insurance for the employee % Providing an extension of health insurance for the employee's family % Providing continuing life insurance9042.7% Other6631.3%

© 2003 SHRM SHRM Weekly Online Poll: March 4, 2004 We have not had any We have no one on active duty. Note benefits above are only extended for a maximum of six months while on active duty. Extending benefits for employee and family, but with a limit of 12 months (1 yr.) We have no one on active duty We have no one affected to date. We have no employees on active duty We don't have anyone on active duty Employee may elect to use paid-vacation time or personal leave We do not have any employees on active duty. NA COBRA for health insurance Regular benefits coverage for first month, then COBRA option Extension of dental insurance as well Health Insurance only through COBRA Not applicable (no personnel affected) What other types of benefits support (i.e., nondirect compensation support) is your organization offering those employees (and their families) on active duty? Other - specify

© 2003 SHRM SHRM Weekly Online Poll: March 4, 2004 Not applicable Continued accrual in retirement plan None. We have no active duty employees. NA No policy on subject Same as above No policy - we have never faced this situation All benefits are continued while on active duty (to a max of 6 months) Unknown n/a None at this time No one is in the military Benefits terminate end of the month, pay COBRA No employees on active duty None No employees on active duty COBRA No employees on active duty What other types of benefits support (i.e., nondirect compensation support) is your organization offering those employees (and their families) on active duty? Other – specify, cont’d.

© 2003 SHRM SHRM Weekly Online Poll: March 4, 2004 Same as above No employees on active duty No employees of this status No employees in this category No current employees on active duty Question not applicable to my firm Continuing all benefits Never had to deal with a case like this Complete benefits continuation Retirement contributions N/A Eligible for all other benefits enrolled in All benefits normally due a FT employee All benefits remain the same N/A Continuation of welfare benefits is dependent upon length of tenure, according to collective bargaining agreement. See above What other types of benefits support (i.e., nondirect compensation support) is your organization offering those employees (and their families) on active duty? Other – specify, cont’d.

© 2003 SHRM SHRM Weekly Online Poll: March 4, (k) matching, EAP, cont'd. sick/vacation/seniority accrual All benefits continue See above Have no one in this category Nothing - no employees on active duty Benefits stay intact up to 18 months Providing an extension of cafeteria 125 plan enrollment, dental Health insurance for 365 days. STD and LTD 90 days. Group Term Life and Dependent Life 90 days. AD&D 90 days. Health Care & Dependent Care Reimbursement, ESPP and 401(k) Plan suspended. What other types of benefits support (i.e., nondirect compensation support) is your organization offering those employees (and their families) on active duty? Other – specify, cont’d.