1. "For distribution to Plan Sponsors only"

2. How many third party administrators are involved with your benefits offering at this time? Do you have access to a single database, which can provide online ad hoc reporting across all lines of benefits? Is your enrollment and administration system completely paperless? Are your current carriers and/or TPA’s providing their services with a completely transparent cost structure? Contemplate The Following….. "For distribution to Plan Sponsors only"

3. Vantage:  is a single point of contact administrator that seeks to reduce time and money that companies spend managing their employee benefits  replaces the need for multiple Third Party Administrators which can increase cost  as a single source provider, it’s services are offered “a la carte” (that is, any or all)  fees are totally transparent to the client  provides a simple yet sophisticated and secure web portal, for both participants and HR staff "For distribution to Plan Sponsors only" Why Vantage?

4. Vantage provides a comprehensive web-based solution for benefit administration configured to fit your needs:  Allowing companies to operate in a “green”, environmentally friendly manner  Eliminating enrollment forms  Eliminating data entry and common input errors  Seeks to reduce time and manpower required to track down incomplete and illegible enrollment forms  Eliminating storage requirements for documents  Seeks to reduces potential for HIPAA violations  Participant and HR access via web or benefits call center "For distribution to Plan Sponsors only" Why Vantage? (continues)

5. Vantage Benefits Administrators www.VantageBenefits.com Marketing Dept: (800) 337-8005 Email: Marketing@VantageBenefits.com VBA’s Benefits Platform "For distribution to Plan Sponsors only" Paperless Enrollment & Eligibility via Web and Call Center Vantage401(k) 403(b), 457 -Transparent Fee Structure -Unbiased -Refund “Hidden” Fees -Administration -Compliance -IPS Assistance Health Administration -Fully Insured -Self Funded Admin -Premium Billing Reconciliation -HRA/HSA Admin Wellness -Health Risk Assessment -Biometrics -Lab Work -Targeted Engagement -Claims Analysis -Coaching Section 125/132 FSA/Commuter -Deductions -Claims Reimbursement -Debit Card -Compliance Voluntary Benefits -Accident -Critical Illness -Cancer -Disability -Dental -Vision -Term Life COBRA -Eligibility -Enrollment -Billing -Collection -Reporting to Employer

6.  Eligibility and enrollment administration via the web and call center  Retirement/Pension plan administration and compliance  Medical and dental claims administration  Wellness program targeting catastrophic claims reduction  Section 125 Cafeteria (FSA/Commuter) administration  HRA and HSA administration for CDHP (consumer driven health plans)  COBRA administration services  Voluntary benefits enrollment and customer service  Premium billing & Reconciliation Vantage Administration Services "For distribution to Plan Sponsors only"

7. BISNet Data Flows "For distribution to Plan Sponsors only"

8. Vantage Platform Summary Paperless enrollment, life events, and administration  Eliminates manual data entry into multiple carrier systems  Minimizes errors  Seeks to reduces corporate liability  Provides complete compliance reporting and fiduciary tools  Provides 24-HR access for Participants and HR department  Seeks to save both time and money spent managing corporate benefits "For distribution to Plan Sponsors only"

9. Vantage Benefits Administrators Process VBA can provide the independent expertise needed to assist advisers and their clients in creating and implementing a complete benefits package, focusing on controlling costs while educating the employees as to the value of the overall benefits package. "For distribution to Plan Sponsors only"

10. Vantage Benefits Administrators Process (continues) VBA’s Five-Step service approach:  Analyze current benefit programs  Design a quality benefits package that supports current business initiatives  Source benefit providers that fulfill established objectives  Implement products and administration services using a branded communication strategy  Manage daily administration and ongoing customer service "For distribution to Plan Sponsors only"

11. Step 1 Analyze  Analyze current benefit programs looking at cost for company, cost to employee, contribution strategies and scope of benefits  Benchmark analysis to determine position in marketplace when compared to similar entities  Perform an employee and/or member survey to determine perception of current benefits programs  Evaluate and measure the return on investment of the current benefit programs "For distribution to Plan Sponsors only"

12. Step 2 Design  Identify current business initiatives, goals and objectives  Develop a benefit program that supports similar outcomes  Conduct a gap analysis of the current offering  Design a program around fulfilling risk exposures within the stated financial budget  Give participants control of investing their benefit dollars  Build a flexible program with a range of affordable, quality benefits, so participants can choose those benefits that best meet their needs "For distribution to Plan Sponsors only"

13. Step 3 Source  Develop and send RFP to vendors  Review vendor responses with employer  Negotiate with and assist in vendor selection  Integrate vendor’s systems with Vantage administration systems "For distribution to Plan Sponsors only"

14. Step 4 Implement  Position the benefits program in a positive light by creating a “branded” communication strategy  Communicate to participants with an emphasis towards utilization and fiscal responsibility  Manage health care more efficiently by building a partnership with participants to control future cost  Maximize the value of the benefit program by leveraging technology systems to provide participants with real-time access to data and information  Make enrollment a positive experience by providing a user-friendly paperless enrollment process "For distribution to Plan Sponsors only"

15. Step 5 Manage  Ongoing participant and HR customer service  Provide HR and participants with daily administrative support  Supply periodic administrative/demographic reports to HR  Review semi-annual cost analysis and participant surveys with the company and product providers  Track the success of stated objectives for the benefits package i.e. employer/employee cost and participant perceived value "For distribution to Plan Sponsors only"

16. Why Self Fund?  Elimination of most premium tax  In most states, there is no premium tax applied to the employer's claim fund, thus an immediate savings equal to the amount of the premium tax (approximately 2% to 3%) is realized  Lower cost of operation  Employers often find that administrative costs for a self-funded plan through a Third Party Administrator (TPA) are lower than those being charged by a carrier under a fully-insured program  Elimination of carrier profit margin and risk charge  The standard profit margin and risk charge of an insurance carrier are eliminated for the bulk of the plan "For distribution to Plan Sponsors only"

17. Why Self Fund? (continues)  Cost and utilization controls  A TPA may have several programs (i.e., hospital claim audits, large case management, and multiple preferred provider networks [PPO]), that an insurance carrier would not want to provide  Control of plan design  The self-funded employer has the flexibility in the design of the benefit plan.  State regulations mandating costly benefits are avoided because self- funded programs are subject to (or protected by) ERISA "For distribution to Plan Sponsors only"

18. Why Self Fund With Vantage?  Automatically audit high dollar claims for accuracy, miscoding, and fraud  Each member has a dedicated client services team member  Plan sponsors have hassle free 24-HR access to their information  Quarterly meetings to review plan design and impact on claims trends  Emphasis on education  Dedicated partners working together for the benefit of the client including network, utilization review, pharmacy benefit manager, wellness program, attorney and administration Team  Full disclosure and complete transparency  Total dedication to ensure members receive the quality care while providing cost containment measures to control financial impact "For distribution to Plan Sponsors only"

19. VBA’s Claims Processing Flow Chart "For distribution to Plan Sponsors only"

20. How Do Members Benefit?  Seamless transition  Limited, if any, disruption in plan coverage or provider selection  No network restrictions for dental and vision. Members are free to choose any provider  Members will become educated on ways to improve their health and well being  Dedicated customer service representatives to answer member’s questions regarding benefits "For distribution to Plan Sponsors only"

21. Vantage Wellness Program  Keep at-risk participating members from progressing to more serious health concerns  Avoid complications in members and/or participants with chronic conditions  Encourage healthier behavior "For distribution to Plan Sponsors only"

22. Vantage Benefits Administrators Wellness Capabilities Wellness Health Assessment Tool (WellHAT), includes:  Personal health profile  Rules engine  Targeted engagement strategy  Education  Recommendations  Site visits for biometric and ancillary testing "For distribution to Plan Sponsors only"

23. Flexible Spending Accounts (Section 125 Cafeteria Plan) Benefits:  Allows a participant to pick and choose benefits from a menu that is most important to them  Pay group insurance premiums, out of pocket medical expenses, and dependent (child and adult) care with pre-tax dollars (FSA)  Participants save substantial income tax dollars  Company realizes savings on payroll taxes  Vantage provides all administration, collection, payment, and compliance services "For distribution to Plan Sponsors only"

24. COBRA Administration  Vantage also offers COBRA Administration  COBRA is a federal law that requires organizations with 20 or more employees to offer the continuation of group benefits (medical, dental, vision, and medical reimbursement accounts) to employees and covered dependents upon experiencing a “qualifying event” "For distribution to Plan Sponsors only"

25. Reduce:  Plan(s) administration fees  HR time spent on daily changes and updates  Multiple benefits administrators  Data input errors  Tracking down incomplete or illegible enrollment forms  Multiple carrier applications  Document storage Vantage Delivers Results! "For distribution to Plan Sponsors only" Add:  One stop shop (single point of contact)  Full transparency of plan costs  One website and call center for annual enrollment  Fiduciary tools  Access to real time data  Custom ad hoc reporting for HR

26.  Public company (AIQ)  Several thousand employees located in 47 states  9 Employee classifications with 19 different benefit plans  Multiple TPAs replaced by VBA’s Single Source Platform  2 month manual enrollment condensed to an 8 day paperless enrollment  Guaranteed fixed-cost savings of $1.3M/yr (3yrs) on self-funded health plans Vantage Case Study "For distribution to Plan Sponsors only"

27. Questions & Answers For additional support please contact Marketing Department: Office: (800) 337-8005 email: Marketing@VantageBenefits.comMarketing@VantageBenefits.com web: www.VantageBenefits.comwww.VantageBenefits.com "For distribution to Plan Sponsors only"