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{mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:4.5in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l2 {mso-list-id:792134960; mso-list-template-ids:-2145338116;} @list l2:level1 {mso-level-number-format:bullet; mso-level-text:·ð; mso-level-tab-stop:.5in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Symbol;} @list l2:level2 {mso-level-number-format:bullet; mso-level-text:o; mso-level-tab-stop:1.0in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:"Courier New"; mso-bidi-font-family:"Times New Roman";} @list l2:level3 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:1.5in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l2:level4 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:2.0in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l2:level5 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:2.5in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l2:level6 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:3.0in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l2:level7 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:3.5in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l2:level8 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:4.0in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l2:level9 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:4.5in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l3 {mso-list-id:919370402; mso-list-template-ids:-700447066;} @list l3:level1 {mso-level-number-format:bullet; mso-level-text:·ð; mso-level-tab-stop:.5in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Symbol;} @list l3:level2 {mso-level-number-format:bullet; mso-level-text:o; mso-level-tab-stop:1.0in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:"Courier New"; mso-bidi-font-family:"Times New Roman";} @list l3:level3 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:1.5in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l3:level4 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:2.0in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l3:level5 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:2.5in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l3:level6 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:3.0in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l3:level7 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:3.5in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l3:level8 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:4.0in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l3:level9 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:4.5in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l4 {mso-list-id:939992300; mso-list-template-ids:812000532;} @list l4:level1 {mso-level-number-format:bullet; mso-level-text:·ð; mso-level-tab-stop:.5in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Symbol;} @list l4:level2 {mso-level-number-format:bullet; mso-level-text:o; mso-level-tab-stop:1.0in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:"Courier New"; mso-bidi-font-family:"Times New Roman";} @list l4:level3 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:1.5in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l4:level4 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:2.0in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l4:level5 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:2.5in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l4:level6 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:3.0in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l4:level7 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:3.5in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l4:level8 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:4.0in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l4:level9 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:4.5in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l5 {mso-list-id:949816569; mso-list-template-ids:-1465092708;} @list l5:level1 {mso-level-number-format:bullet; mso-level-text:·ð; mso-level-tab-stop:.5in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Symbol;} @list l5:level2 {mso-level-number-format:bullet; mso-level-text:o; mso-level-tab-stop:1.0in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:"Courier New"; mso-bidi-font-family:"Times New Roman";} @list l5:level3 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:1.5in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l5:level4 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:2.0in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l5:level5 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:2.5in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l5:level6 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:3.0in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l5:level7 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:3.5in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l5:level8 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:4.0in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l5:level9 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:4.5in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l6 {mso-list-id:1000935854; mso-list-template-ids:-609479884;} @list l6:level1 {mso-level-number-format:bullet; mso-level-text:·ð; mso-level-tab-stop:.5in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Symbol;} @list l6:level2 {mso-level-number-format:bullet; mso-level-text:o; mso-level-tab-stop:1.0in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:"Courier New"; mso-bidi-font-family:"Times New Roman";} @list l6:level3 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:1.5in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l6:level4 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:2.0in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l6:level5 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:2.5in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l6:level6 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:3.0in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l6:level7 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:3.5in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l6:level8 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:4.0in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l6:level9 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:4.5in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l7 {mso-list-id:1048842921; mso-list-template-ids:404505616;} @list l7:level1 {mso-level-number-format:bullet; mso-level-text:·ð; mso-level-tab-stop:.5in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Symbol;} @list l7:level2 {mso-level-number-format:bullet; mso-level-text:o; mso-level-tab-stop:1.0in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:"Courier New"; mso-bidi-font-family:"Times New Roman";} @list l7:level3 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:1.5in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l7:level4 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:2.0in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l7:level5 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:2.5in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l7:level6 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:3.0in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l7:level7 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:3.5in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l7:level8 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:4.0in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l7:level9 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:4.5in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l8 {mso-list-id:1063865963; mso-list-template-ids:914901362;} @list l8:level1 {mso-level-number-format:bullet; mso-level-text:·ð; mso-level-tab-stop:.5in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Symbol;} @list l8:level2 {mso-level-number-format:bullet; mso-level-text:o; mso-level-tab-stop:1.0in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:"Courier New"; mso-bidi-font-family:"Times New Roman";} @list l8:level3 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:1.5in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l8:level4 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:2.0in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l8:level5 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:2.5in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l8:level6 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:3.0in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l8:level7 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:3.5in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l8:level8 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:4.0in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l8:level9 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:4.5in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l9 {mso-list-id:1079210669; mso-list-template-ids:744926900;} @list l9:level1 {mso-level-number-format:bullet; mso-level-text:·ð; mso-level-tab-stop:.5in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Symbol;} @list l9:level2 {mso-level-number-format:bullet; mso-level-text:o; mso-level-tab-stop:1.0in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:"Courier New"; mso-bidi-font-family:"Times New Roman";} @list l9:level3 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:1.5in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l9:level4 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:2.0in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l9:level5 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:2.5in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l9:level6 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:3.0in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l9:level7 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:3.5in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l9:level8 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:4.0in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l9:level9 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:4.5in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l10 {mso-list-id:1111975098; mso-list-template-ids:-360809186;} @list l10:level1 {mso-level-number-format:bullet; mso-level-text:·ð; mso-level-tab-stop:.5in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Symbol;} @list l10:level2 {mso-level-number-format:bullet; mso-level-text:o; mso-level-tab-stop:1.0in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:"Courier New"; mso-bidi-font-family:"Times New Roman";} @list l10:level3 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:1.5in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l10:level4 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:2.0in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l10:level5 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:2.5in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l10:level6 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:3.0in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l10:level7 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:3.5in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l10:level8 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:4.0in; 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font-family:Wingdings;} @list l11:level4 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:2.0in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l11:level5 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:2.5in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l11:level6 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:3.0in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l11:level7 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:3.5in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l11:level8 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:4.0in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l11:level9 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:4.5in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l12 {mso-list-id:1637178618; mso-list-template-ids:1665824216;} @list l12:level1 {mso-level-number-format:bullet; mso-level-text:·ð; mso-level-tab-stop:.5in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Symbol;} @list l12:level2 {mso-level-number-format:bullet; mso-level-text:o; mso-level-tab-stop:1.0in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:"Courier New"; mso-bidi-font-family:"Times New Roman";} @list l12:level3 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:1.5in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l12:level4 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:2.0in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l12:level5 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:2.5in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l12:level6 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:3.0in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l12:level7 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:3.5in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l12:level8 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:4.0in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l12:level9 {mso-level-number-format:bullet; mso-level-text:§ð; 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text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l15:level6 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:3.0in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l15:level7 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:3.5in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l15:level8 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:4.0in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} @list l15:level9 {mso-level-number-format:bullet; mso-level-text:§ð; mso-level-tab-stop:4.5in; mso-level-number-position:left; text-indent:-.25in; mso-ansi-font-size:10.0pt; font-family:Wingdings;} ol {margin-bottom:0in;} ul {margin-bottom:0in;} --> </style> <!--[if gte mso 10]> <style> /* Style Definitions */ table.MsoNormalTable {mso-style-name:"Table Normal"; mso-tstyle-rowband-size:0; mso-tstyle-colband-size:0; mso-style-noshow:yes; mso-style-priority:99; mso-style-parent:""; mso-padding-alt:0in 5.4pt 0in 5.4pt; mso-para-margin:0in; mso-para-margin-bottom:.0001pt; mso-pagination:widow-orphan; font-size:10.0pt; font-family:"Times New Roman","serif";} </style> <![endif]--><!--[if gte mso 9]><xml> <o:shapedefaults v:ext="edit" spidmax="1028"/> </xml><![endif]--><!--[if gte mso 9]><xml> <o:shapelayout v:ext="edit"> <o:idmap v:ext="edit" data="1"/> </o:shapelayout></xml><![endif]--> </head> <body lang=EN-US link=blue vlink=purple style='tab-interval:.5in'> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <div class=WordSection1> <p class=MsoNormal style='mso-layout-grid-align:none; text-autospace:none;'><span style='font-family:"Calibri","sans-serif";color:black'><o:p>&nbsp;</o:p></span></p> <p class=MsoNormal><o:p>&nbsp;</o:p></p> <p class=MsoNormal style="margin-bottom: 0;"><a name="_MailOriginal"><o:p>&nbsp;</o:p></a></p> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <div align=center> <table class=MsoNormalTable border=0 cellpadding=0 width=595 style='width:446.25pt; mso-cellspacing:1.5pt;background:white;mso-yfti-tbllook:1184'> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;mso-yfti-lastrow:yes'> <td width="100%" style='width:100.0%;padding:.75pt .75pt .75pt .75pt'><span style='mso-bookmark:_MailOriginal'></span> <p class=MsoNormal><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt;font-family:"Verdana","sans-serif";color:black'><o:p>&nbsp;</o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> </div> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <p class=MsoNormal align=center style='text-align:center; margin-top: 0; margin-bottom: 0;'><span style='mso-bookmark:_MailOriginal'><o:p>&nbsp;</o:p></span></p> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <div align=center> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;background:white;mso-yfti-tbllook: 1184;mso-padding-alt:0in 0in 0in 0in' id="content_LETTER.BLOCK1"> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;mso-yfti-lastrow:yes'> <td valign=top style='padding:0in 0in 0in 0in'> <div align=center> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width=600 style='width:6.25in;mso-cellspacing:0in;mso-yfti-tbllook:1184;mso-padding-alt: 1.5pt 1.5pt 1.5pt 1.5pt'> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes'> <td width="100%" style='width:100.0%;padding:1.5pt 1.5pt 1.5pt 1.5pt'> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;mso-yfti-tbllook: 1184;mso-padding-alt:0in 0in 0in 0in'> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;mso-yfti-lastrow:yes'> <td valign=bottom style='padding:0in 0in 0in 0in'> <p class=MsoNormal align=center style='text-align:center'><span style='mso-bookmark:_MailOriginal'><img width=600 height=92 id="_x0000_i1025" src="http://ih.constantcontact.com/fs087/1102316631277/img/12.jpg" vspace=5 alt="Wagner Logo" border=0 name=ACCOUNT.IMAGE.12><br style='mso-special-character:line-break'> <![if !supportLineBreakNewLine]><br style='mso-special-character:line-break'> <![endif]><o:p></o:p></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> <!-- </img> --> </table> <span style='mso-bookmark:_MailOriginal'></span></td> <span style='mso-bookmark:_MailOriginal'></span> </tr> <tr style='mso-yfti-irow:1'> <td valign=top style='background:#003366;padding:1.5pt 1.5pt 1.5pt 1.5pt'> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;mso-yfti-tbllook: 1184;mso-padding-alt:0in 0in 0in 0in' id="content_LETTER.BLOCK2"> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes'> <td width="100%" valign=top style='width:100.0%;background:#668ABE; padding:0in 0in 0in 0in'> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;background:#43667D; mso-yfti-tbllook:1184;mso-padding-alt:3.75pt 3.75pt 3.75pt 3.75pt'> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;mso-yfti-lastrow:yes'> <td style='padding:3.75pt 3.75pt 3.75pt 3.75pt'> <p class=MsoNormal align=center style='text-align:center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:24.0pt; font-family:"Georgia","serif";color:white'>Legal Updates in ERISA, <br> Employee Benefits &amp; Human Resources<o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <p class=MsoNormal style="margin-top: 0; margin-bottom: 0;"><span style='mso-bookmark:_MailOriginal'><span style='display:none;mso-hide:all'><o:p>&nbsp;</o:p></span></span></p> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;background:#43667D; mso-yfti-tbllook:1184;mso-padding-alt:3.75pt 3.75pt 3.75pt 3.75pt' id="content_LETTER.BLOCK3"> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;mso-yfti-lastrow:yes'> <td width="50%" style='width:50.0%;padding:3.75pt 3.75pt 3.75pt 3.75pt'> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><b><span style='font-size:9.0pt;font-family:"Verdana","sans-serif"; color:white'>ERISA &amp; Employee Benefits&nbsp;</span></b></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:9.0pt; font-family:"Verdana","sans-serif";color:white'><o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><b><span style='font-size:9.0pt;font-family:"Verdana","sans-serif"; color:white'>Estate Planning &amp; Administration</span></b></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:9.0pt; font-family:"Verdana","sans-serif";color:white'><o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><b><span style='font-size:9.0pt;font-family:"Verdana","sans-serif"; color:white'>Employment, Labor &amp; Human Resources</span></b></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:9.0pt; font-family:"Verdana","sans-serif";color:white'><o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> <td width="50%" style='width:50.0%;padding:3.75pt 3.75pt 3.75pt 3.75pt'> <p align=right style='margin:0in;margin-bottom:.0001pt;text-align:right'><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:9.0pt; font-family:"Verdana","sans-serif";color:white'>November 2011</span></b></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:9.0pt; font-family:"Verdana","sans-serif";color:white'><o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <p class=MsoNormal style="margin-top: 0; margin-bottom: 0;"><span style='mso-bookmark:_MailOriginal'><span style='display:none;mso-hide:all'><o:p>&nbsp;</o:p></span></span></p> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;mso-yfti-tbllook: 1184;mso-padding-alt:3.75pt 3.75pt 3.75pt 3.75pt'> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;mso-yfti-lastrow:yes'> <td style='padding:3.75pt 3.75pt 3.75pt 3.75pt'> <p class=MsoNormal align=center style='text-align:center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:24.0pt; font-family:"Georgia","serif";color:white'>The Wagner Law Group Newsletter<o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> <span style='mso-bookmark:_MailOriginal'></span></td> <span style='mso-bookmark:_MailOriginal'></span> </tr> <tr style='mso-yfti-irow:1;mso-yfti-lastrow:yes'> <td style='padding:0in 0in 0in 0in'> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;mso-yfti-tbllook: 1184;mso-padding-alt:0in 0in 0in 0in' id="content_LETTER.BLOCK9"> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;mso-yfti-lastrow:yes'> <td width=190 valign=top style='width:142.5pt;background:#EEEEDF; padding:7.5pt 0in 0in 0in'> <div align=center> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;mso-yfti-tbllook: 1184;mso-padding-alt:3.75pt 3.75pt 3.75pt 3.75pt'> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;mso-yfti-lastrow: yes'> <td style='padding:3.75pt 3.75pt 3.75pt 3.75pt'> <p class=MsoNormal align=center style='margin-bottom:4.5pt; text-align:center'><span style='mso-bookmark:_MailOriginal'></span><a href="http://visitor.r20.constantcontact.com/email.jsp?m=1102316631277" target="_blank" track=on shape=rect><span style='mso-bookmark:_MailOriginal'><span style='text-decoration:none;text-underline:none'><img border=0 width=152 height=45 id="_x0000_i1026" src="https://imgssl.constantcontact.com/letters/images/1101093164665/jmml_opgr1_img7.gif" vspace=5 alt="Join Our Mailing List" optionname="JMML_OPGR1"></span></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark: _MailOriginal'><br> <br> </span><a href="http://ui.constantcontact.com/sa/fwtf.jsp?m=1102316631277&amp;a=1108332296476&amp;ea=smanty%40wagnerlawgroup.com" target="_blank" shape=rect><span style='mso-bookmark:_MailOriginal'><span style='text-decoration:none;text-underline:none'><img border=0 id="_x0000_i1027" src="https://imgssl.constantcontact.com/ui/images1/ftf_btn_6c.gif" alt="Send to a Colleague"></span></span><span style='mso-bookmark: _MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><o:p></o:p></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> </div> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <p class=MsoNormal align=center style='text-align:center; margin-top: 0; margin-bottom: 0;'><span style='mso-bookmark:_MailOriginal'><o:p>&nbsp;</o:p></span></p> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <div align=center> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;mso-yfti-tbllook: 1184;mso-padding-alt:0in 0in 0in 0in'> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;mso-yfti-lastrow: yes'> <td valign=top style='padding:0in 0in 0in 0in'> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;mso-yfti-tbllook: 1184;mso-padding-alt:2.25pt 2.25pt 2.25pt 2.25pt'> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes'> <td valign=top style='padding:2.25pt 2.25pt 2.25pt 2.25pt'> <p class=MsoNormal align=center style='text-align:center'><span style='mso-bookmark:_MailOriginal'><b><span style='font-family: "Verdana","sans-serif";color:#405B81'>Table of Contents</span></b></span><span style='mso-bookmark:_MailOriginal'><span style='font-family:"Verdana","sans-serif"; color:#405B81'> <o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> <tr style='mso-yfti-irow:1'> <td valign=top style='background:#EEEEDF;padding:2.25pt 2.25pt 2.25pt 2.25pt'> <p class=MsoNormal align=center style='text-align:center'><span style='mso-bookmark:_MailOriginal'></span><a href="#LETTER.BLOCK33" shape=rect><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:black'>I. TAX-QUALIFIED PLANS</span></b></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt; font-family:"Verdana","sans-serif";color:black'><o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> <tr style='mso-yfti-irow:2'> <td valign=top style='background:#EEEEDF;padding:2.25pt 2.25pt 2.25pt 2.25pt'> <p class=MsoNormal align=center style='text-align:center'><span style='mso-bookmark:_MailOriginal'></span><a href="#LETTER.BLOCK59" shape=rect><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:black'>2012 Cost-of-Living Adjustments</span></b></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt; font-family:"Verdana","sans-serif";color:black'><o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> <tr style='mso-yfti-irow:3'> <td valign=top style='background:#EEEEDF;padding:2.25pt 2.25pt 2.25pt 2.25pt'> <p class=MsoNormal align=center style='text-align:center'><span style='mso-bookmark:_MailOriginal'></span><a href="#LETTER.BLOCK31" shape=rect><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:black'>DOL Issues Interim Guidance on Electronic Delivery of Disclosures for Participant-Directed Plans</span></b></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt; font-family:"Verdana","sans-serif";color:black'><o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> <tr style='mso-yfti-irow:4'> <td valign=top style='background:#EEEEDF;padding:2.25pt 2.25pt 2.25pt 2.25pt'> <p class=MsoNormal align=center style='text-align:center'><span style='mso-bookmark:_MailOriginal'></span><a href="#LETTER.BLOCK22" shape=rect><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:black'>PBGC Provides Premium-Related Relief to Plan Sponsors</span></b></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt; font-family:"Verdana","sans-serif";color:black'><o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> <tr style='mso-yfti-irow:5'> <td valign=top style='background:#EEEEDF;padding:2.25pt 2.25pt 2.25pt 2.25pt'> <p class=MsoNormal align=center style='text-align:center'><span style='mso-bookmark:_MailOriginal'></span><a href="#LETTER.BLOCK24" shape=rect><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:black'>New IRS Program Allows Employers to Voluntarily Reclassify Workers as Employees and Receive Partial Tax Relief</span></b></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt; font-family:"Verdana","sans-serif";color:black'><o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> <tr style='mso-yfti-irow:6'> <td valign=top style='background:#EEEEDF;padding:2.25pt 2.25pt 2.25pt 2.25pt'> <p class=MsoNormal align=center style='text-align:center'><span style='mso-bookmark:_MailOriginal'></span><a href="#LETTER.BLOCK26" shape=rect><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:black'>II. WELFARE BENEFIT PLANS</span></b></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt; font-family:"Verdana","sans-serif";color:black'><o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> <tr style='mso-yfti-irow:7'> <td valign=top style='background:#EEEEDF;padding:2.25pt 2.25pt 2.25pt 2.25pt'> <p class=MsoNormal align=center style='text-align:center'><span style='mso-bookmark:_MailOriginal'></span><a href="#LETTER.BLOCK38" shape=rect><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:black'>Supreme Court to Review Constitutionality of PPACA</span></b></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt; font-family:"Verdana","sans-serif";color:black'><o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> <tr style='mso-yfti-irow:8'> <td valign=top style='background:#EEEEDF;padding:2.25pt 2.25pt 2.25pt 2.25pt'> <p class=MsoNormal align=center style='text-align:center'><span style='mso-bookmark:_MailOriginal'></span><a href="#LETTER.BLOCK39" shape=rect><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:black'>Agencies Issue Proposed Regulations on PPACA's Uniform Summary of Benefits Coverage</span></b></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt; font-family:"Verdana","sans-serif";color:black'><o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> <tr style='mso-yfti-irow:9'> <td valign=top style='background:#EEEEDF;padding:2.25pt 2.25pt 2.25pt 2.25pt'> <p class=MsoNormal align=center style='text-align:center'><span style='mso-bookmark:_MailOriginal'></span><a href="#LETTER.BLOCK43" shape=rect><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:black'>New Rules on Women's Preventive Care</span></b></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt; font-family:"Verdana","sans-serif";color:black'><o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> <tr style='mso-yfti-irow:10'> <td valign=top style='background:#EEEEDF;padding:2.25pt 2.25pt 2.25pt 2.25pt'> <p class=MsoNormal align=center style='text-align:center'><span style='mso-bookmark:_MailOriginal'></span><a href="#LETTER.BLOCK42" shape=rect><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:black'>PPACA's Internal Claims and Appeals and External Review Rules Amended</span></b></span><span style='mso-bookmark: _MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:black'><o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> <tr style='mso-yfti-irow:11'> <td valign=top style='background:#EEEEDF;padding:2.25pt 2.25pt 2.25pt 2.25pt'> <p class=MsoNormal align=center style='text-align:center'><span style='mso-bookmark:_MailOriginal'></span><a href="#LETTER.BLOCK40" shape=rect><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:black'>HHS Issues Proposed Regulations on PPACA Exchanges' Eligibility and Employer Standards</span></b></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt; font-family:"Verdana","sans-serif";color:black'><o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> <tr style='mso-yfti-irow:12'> <td valign=top style='background:#EEEEDF;padding:2.25pt 2.25pt 2.25pt 2.25pt'> <p class=MsoNormal align=center style='text-align:center'><span style='mso-bookmark:_MailOriginal'></span><a href="#LETTER.BLOCK54" shape=rect><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:black'>HHS Issues Guidance Exempting HRAs from PPACA's Annual Maximum Benefit Rule</span></b></span><span style='mso-bookmark: _MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:black'><o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> <tr style='mso-yfti-irow:13'> <td valign=top style='background:#EEEEDF;padding:2.25pt 2.25pt 2.25pt 2.25pt'> <p class=MsoNormal align=center style='text-align:center'><span style='mso-bookmark:_MailOriginal'></span><a href="#LETTER.BLOCK51" shape=rect><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:black'>Court Rules Actual Receipt of COBRA Election Notice Not Required</span></b></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt; font-family:"Verdana","sans-serif";color:black'><o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> <tr style='mso-yfti-irow:14'> <td valign=top style='background:#EEEEDF;padding:2.25pt 2.25pt 2.25pt 2.25pt'> <p class=MsoNormal align=center style='text-align:center'><span style='mso-bookmark:_MailOriginal'></span><a href="#LETTER.BLOCK50" shape=rect><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:black'>Enrollment in Medicare Part A Required to Maintain Eligibility for Social Security Benefits</span></b></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt; font-family:"Verdana","sans-serif";color:black'><o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> <tr style='mso-yfti-irow:15'> <td valign=top style='background:#EEEEDF;padding:2.25pt 2.25pt 2.25pt 2.25pt'> <p class=MsoNormal align=center style='text-align:center'><span style='mso-bookmark:_MailOriginal'></span><a href="#LETTER.BLOCK49" shape=rect><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:black'>III. HUMAN RESOURCES &amp; EMPLOYMENT MATTERS</span></b></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt; font-family:"Verdana","sans-serif";color:black'><o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> <tr style='mso-yfti-irow:16'> <td valign=top style='background:#EEEEDF;padding:2.25pt 2.25pt 2.25pt 2.25pt'> <p class=MsoNormal align=center style='text-align:center'><span style='mso-bookmark:_MailOriginal'></span><a href="#LETTER.BLOCK61" shape=rect><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:black'>Best Practices Related to Workplace Harassment</span></b></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt; font-family:"Verdana","sans-serif";color:black'><o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> <tr style='mso-yfti-irow:17'> <td valign=top style='background:#EEEEDF;padding:2.25pt 2.25pt 2.25pt 2.25pt'> <p class=MsoNormal align=center style='text-align:center'><span style='mso-bookmark:_MailOriginal'></span><a href="#LETTER.BLOCK69" shape=rect><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:black'>First Circuit Finds Employer Liable for USERRA Violations</span></b></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt; font-family:"Verdana","sans-serif";color:black'><o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> <tr style='mso-yfti-irow:18;mso-yfti-lastrow:yes'> <td valign=top style='background:#EEEEDF;padding:2.25pt 2.25pt 2.25pt 2.25pt'> <p class=MsoNormal align=center style='text-align:center'><span style='mso-bookmark:_MailOriginal'></span><a href="#LETTER.BLOCK70" shape=rect><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:black'>NLRB Extends Implementation Date For Notice-Posting Rule</span></b></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt; font-family:"Verdana","sans-serif";color:black'><o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> <span style='mso-bookmark:_MailOriginal'></span></td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> </div> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <p class=MsoNormal align=center style='text-align:center; margin-top: 0; margin-bottom: 0;'><span style='mso-bookmark:_MailOriginal'><a name=LETTER.BLOCK6></a><span style='display:none;mso-hide:all'><o:p>&nbsp;</o:p></span></span></p> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <div align=center> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;mso-yfti-tbllook: 1184;mso-padding-alt:3.0pt 3.0pt 3.0pt 3.0pt' id="content_LETTER.BLOCK6"> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;mso-yfti-lastrow: yes'> <td style='padding:3.0pt 3.0pt 3.0pt 3.0pt'> <p align=center style='margin:0in;margin-bottom:.0001pt;text-align: center'><span style='mso-bookmark:_MailOriginal'><b><span style='font-family:"Verdana","sans-serif";color:#405B81'>The Wagner Law Group News</span></b></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt;font-family:"Verdana","sans-serif";color:#4C3F36'><o:p></o:p></span></span></p> <p align=center style='margin:0in;margin-bottom:.0001pt;text-align: center'><span style='mso-bookmark:_MailOriginal'><strong><span style='font-family:"Verdana","sans-serif";color:#405B81'>&nbsp;</span></strong></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt; font-family:"Verdana","sans-serif";color:#4C3F36'><o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>Super Lawyers magazine has named </span></span><a href="http://wagnerlawgroup.com/marcia-wagner.html" target="_blank" track=off shape=rect linktype=1><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>Marcia Wagner</span></b></span><span style='mso-bookmark: _MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>, </span></span><a href="http://wagnerlawgroup.com/russell-gaudreau.html" target="_blank" track=off shape=rect linktype=1><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>Russ Gaudreau</span></b></span><span style='mso-bookmark: _MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'> and </span></span><a href="http://wagnerlawgroup.com/john-keegan.html" target="_blank" track=off shape=rect linktype=1><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>John Keegan</span></b></span><span style='mso-bookmark: _MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'> as Massachusetts Super Lawyers. They were chosen by their peers and through independent research.&nbsp;</span></span><a href="http://wagnerlawgroup.com/ari-sonneberg.html" target="_blank" track=off shape=rect linktype=1><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>Ari Sonneberg</span></b></span><span style='mso-bookmark: _MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'> received the Rising Star nod as one of Massachusetts' top up-and-coming attorneys. </span></span><a href="http://r20.rs6.net/tn.jsp?llr=nh6bttcab&amp;et=1108332296476&amp;s=2511&amp;e=001E96R2so-36XCzR81Vh0AFrVC4QMWzInSseUvduzVJWoETGS_wKXExE2PKAeI4ODXSkRAf70A3heP2-hNMG_hwPTaqeC4ulSNdYGMCGYE4zFQyGXPBsV31amTc1y3R_3rlpAVh1hlUh4=" target="_blank" track=on shape=rect linktype=1><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'>Stephen Newman</span></b></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'> and </span></span><a href="http://wagnerlawgroup.com/david-gabor.html" target="_blank" track=off shape=rect linktype=1><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>David Gabor</span></b></span><span style='mso-bookmark: _MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'> were named as a New York Super Lawyers.</span></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt; font-family:"Verdana","sans-serif";color:#4C3F36'><o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;</span></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt;font-family:"Verdana","sans-serif";color:#4C3F36'><o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> </div> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <p class=MsoNormal align=center style='text-align:center; margin-top: 0; margin-bottom: 0;'><span style='mso-bookmark:_MailOriginal'><a name=LETTER.BLOCK7></a><span style='display:none;mso-hide:all'><o:p>&nbsp;</o:p></span></span></p> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <div align=center> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;mso-yfti-tbllook: 1184;mso-padding-alt:3.0pt 3.0pt 3.0pt 3.0pt;display:table' id="content_LETTER.BLOCK7"> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;mso-yfti-lastrow: yes'> <td style='padding:3.0pt 3.0pt 3.0pt 3.0pt'> <p align=center style='margin:0in;margin-bottom:.0001pt;text-align: center'><span style='mso-bookmark:_MailOriginal'><b><span style='font-family:"Verdana","sans-serif";color:#405B81'>Upcoming Events</span></b></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt;font-family:"Verdana","sans-serif";color:#4C3F36'><o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;</span></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt;font-family:"Verdana","sans-serif";color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><strong><span style='font-size:10.0pt;font-family: "Verdana","sans-serif";color:black'>Broadridge Financial Soluntions, Inc. 2011 Annual Regional Meeting Series in Boston:</span></strong></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'>&nbsp;Marcia&nbsp; Wagner will be speaking on practical solutions to recently issued regulatory changes. <em><span style='font-family:"Verdana","sans-serif"'>November 30, 2011</span></em><o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><em><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;</span></em></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'><o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><strong><span style='font-size:10.0pt;font-family: "Verdana","sans-serif";color:black'>Palm Beach Bar Association: </span></strong></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'>Eugene F. Pollingue, Jr. w</span></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>i<span style='color:black'>ll be speaking on the impact of Civil Law on estate planning in the U.S. <em><span style='font-family:"Verdana","sans-serif"'>January 25, 2012&nbsp;</span></em><o:p></o:p></span></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> </div> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <p class=MsoNormal align=center style='text-align:center; margin-top: 0; margin-bottom: 0;'><span style='mso-bookmark:_MailOriginal'><a name=LETTER.BLOCK9></a><span style='display:none;mso-hide:all'><o:p>&nbsp;</o:p></span></span></p> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <div align=center> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;mso-yfti-tbllook: 1184;mso-padding-alt:3.0pt 3.0pt 3.0pt 3.0pt' id="content_LETTER.BLOCK9"> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;mso-yfti-lastrow: yes'> <td style='padding:3.0pt 3.0pt 3.0pt 3.0pt'> <p align=center style='margin-top:0in;margin-right:0in;margin-bottom: 0in;margin-left:.25in;margin-bottom:.0001pt;text-align:center'><span style='mso-bookmark:_MailOriginal'><b><span style='font-family:"Verdana","sans-serif"; color:#405B81'>Recent Seminars&nbsp;</span></b></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt; font-family:"Verdana","sans-serif";color:#4C3F36'><o:p></o:p></span></span></p> <p style='margin-top:0in;margin-right:0in;margin-bottom:0in; margin-left:.25in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:#4C3F36'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>Below are links to seminar material that The Wagner Law Group recently presented.</span></span><span style='mso-bookmark: _MailOriginal'><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:black'><o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'></span><a href="http://r20.rs6.net/tn.jsp?llr=nh6bttcab&amp;et=1108332296476&amp;s=2511&amp;e=001E96R2so-36WnlSTAqgC8MUuRBJz732X6cNFhXSbe75JjTnKZwl0yk7ttZPTqhV8sC2u1hS1hmB1EjI1FV2Px3uG6Di51U0sQZ8NSX7skwSoKbGx89KlEYsNxObd2xZuhVfQbK-uKPwlKfXr8d3BVlQ==" target="_blank" track=on shape=rect linktype=1><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'>&quot;Important Pension Changes from D.C. - What Do You Need to Know?&quot;</span></b></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'> Marcia Wagner, John Hancock Mixer Meeting 2011, November 15, 2011 (Memphis, TN)&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'></span><a href="http://r20.rs6.net/tn.jsp?llr=nh6bttcab&amp;et=1108332296476&amp;s=2511&amp;e=001E96R2so-36VXljGP9Da5n2ibnvyz2biPhSwzOKc1o4ap5TneST-KJsFqgT5JruDeiPfdqsgjmwwFYcwcj1O5Uu_6U3faV1Et-7PIghlYw6Hwc34GiFeywrZi-tcNlcKEt2LA8IuhkMQb1Wi7-w-2tg==" target="_blank" track=on shape=rect linktype=1><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'>&quot;Plan Fees and Fiduciary Responsibilit</span></b></span><span style='mso-bookmark: _MailOriginal'><b><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:windowtext'>i</span></b></span><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>es - Preparing for the New Rules,&quot;</span></b></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'> Marcia Wagner, 1st Global National Conference 2011, November 14, 2011 (Salt Lake City, UT)<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'></span><a href="http://r20.rs6.net/tn.jsp?llr=nh6bttcab&amp;et=1108332296476&amp;s=2511&amp;e=001E96R2so-36WtVikVjJpjykQWfv37rqmsRs6ch_4R7NCEnXouwQc6DKTTRUIvu5iirnxxNvVhBK05DHMu-QMY2NyRIUDHbzEqxjsxTRyTavNJ6RUjPybmZplnQ9VNHMZ2-qIrkonDYqflItAnU9y73A==" target="_blank" track=on shape=rect linktype=1><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'>&quot;Tax Implications of Liquidation of Partnerships and Family Limited Partnerships,&quot;</span></b></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'> Eugene F. Pollingue, Jr., Boston Bar Association Seminar,&nbsp;November 10, 2011 (Boston, MA)&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><strong><span style='font-size:10.0pt;font-family: "Verdana","sans-serif";color:black'>&nbsp;</span></strong></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'><o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'></span><a href="http://r20.rs6.net/tn.jsp?llr=nh6bttcab&amp;et=1108332296476&amp;s=2511&amp;e=001E96R2so-36U0LMKw_SQFzyR5pLmk2BrdMneQqquI-paX12_zcWBHTPshpVfyaoWM-A1hu3J_fs3_GQTwcMNapM_t3yiiKPYfEoSiHCmgxe_BPBQK2WF5RHPjifmMVnosQSblvy2OpE-7fZKBzGBrczI39dyLFqeoo69k40k4xvk=" target="_blank" track=on shape=rect linktype=link><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'>&quot;Prospecting the 403(b) Market for Companion DB Business,&quot;</span></b></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;Marcia Wagner, CFDD 2011 Advisor Conference, October 18, 2011 (Chicago, IL)<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'></span><a href="http://r20.rs6.net/tn.jsp?llr=nh6bttcab&amp;et=1108332296476&amp;s=2511&amp;e=001E96R2so-36UAPB8cKbzdO3SlrTAW5UJTeXpVs2Zj9bfvOEgSnkIJDX-bKjOrfx_JcrUqsh4c05TXTfWA34Fy-IkyzMyYX5u-aXzLFxc1pefWKrJkRmxyiEO8KR0Nhdr-UQrAzrP2CazcMdOKgkr0LzvSbiRzbOdrgehNb5GhSPE=" target="_blank" track=on shape=rect linktype=1><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'>&quot;Techniques to Help Advisors Consult to the Fastest Growing DC Plan Market,&quot;</span></b></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;Marcia Wagner, CFDD 2011 Advisor Conference, October 18, 2011 (Chicago, IL)<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'></span><a href="http://r20.rs6.net/tn.jsp?llr=nh6bttcab&amp;et=1108332296476&amp;s=2511&amp;e=001E96R2so-36VX05TKy29GQr-9UyX_WHenuKw6ONoOUhnF9im1Gzlyl8jUYO1HnBiQy70xO1EJla_mLeBqBMo2gkp05h28Jl05IIwv__KSSo4gcFG_fnlY2g5JiOCDssIvJmrj2JK77BbMnJhh3tQmomDBTuIBscPK0U1OpOJH3vs=" target="_blank" track=on shape=rect linktype=link><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'>&quot;Basics of ERISA,&quot;</span></b></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'>&nbsp;Marcia Wagner, 2011 NSCP National Meeting, October 17, 2011 (Baltimore, MD)<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'></span><a href="http://r20.rs6.net/tn.jsp?llr=nh6bttcab&amp;et=1108332296476&amp;s=2511&amp;e=001E96R2so-36XPSyfeQGafnZ_0ycFqvxIxYmg7VkQzh5n9KujPbc1sXbhgz5cAoBxi_jz4sDBJFEgphwyfPrhA1AcYr_nbUkXxENSWqnt0pXGxScBrW8pOU9_QJZdSsL6ge2j9xtkKzMyR8KsCw57BqRdTNjOCUFL7GLjPdA2tktM=" target="_blank" track=on shape=rect linktype=link><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'>&quot;Important Pension Changes from D.C. - What Do You Need to Know?&quot;</span></b></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;Marcia Wagner, John Hancock Mixer Meetings,&nbsp;October 12 &amp; October 13, 2011 (San Mateo, CA and Walnut Creek, CA)<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'></span><a href="http://r20.rs6.net/tn.jsp?llr=nh6bttcab&amp;et=1108332296476&amp;s=2511&amp;e=001E96R2so-36XfZqnFoClwmgIML9wwdNuWCAKBlpC9QvlI20B_OoQZRFcsc9TOU9K-RiYVhN0u_w7_6KZ5-s484AtTlGszWkVc23Bl20uPr20Tjz_pxQhE497NjZXLMo6BT7XP82rGd8xZX9ssaKW6KaxQN8D4Oeru6S4PsmDGBBzWXVZVXFYEJQ==" target="_blank" track=on shape=rect linktype=link><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'>&quot;Guidance on Deferred Compensation: IRC 409A and IRC 457,&quot;</span></b></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;Marcia Wagner, Toscan &amp; Ardito CPA, October 11, 2011 (North Andover, MA)<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'></span><a href="http://r20.rs6.net/tn.jsp?llr=nh6bttcab&amp;et=1108332296476&amp;s=2511&amp;e=001E96R2so-36X7OlpgUi8tT6Df6caUo42YD9nqZhA9wMgIApcAKAjxE6VrXBzOPXk_DIk6KKgnSJLXzQo4llOY-4B_3RW0U0nsHbo7fMQ3HyU6tBnpk1UL-BYlHNbMV4VD3fK0CHFNGjypDrjUbPYLVnqNqsjtu8dU" target="_blank" track=on shape=rect linktype=link><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'>&quot;Important Pension Changes from D.C. - What Do You Need to Know?&quot;</span></b></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;Marcia Wagner, John Hancock 2011 Retirement Plan Networking Mixer, September 22, 2011 (West Conshohocken, PA and Prussia, PA)<o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> </div> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <p class=MsoNormal align=center style='text-align:center; margin-top: 0; margin-bottom: 0;'><span style='mso-bookmark:_MailOriginal'><a name=LETTER.BLOCK10></a><span style='display:none;mso-hide:all'><o:p>&nbsp;</o:p></span></span></p> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <div align=center> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;mso-yfti-tbllook: 1184;mso-padding-alt:3.0pt 3.0pt 3.0pt 3.0pt' id="content_LETTER.BLOCK10"> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;mso-yfti-lastrow: yes'> <td style='padding:3.0pt 3.0pt 3.0pt 3.0pt'> <p align=center style='margin:0in;margin-bottom:.0001pt;text-align: center'><span style='mso-bookmark:_MailOriginal'><b><span style='font-family:"Verdana","sans-serif";color:#405B81'>Articles Published</span></b></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt;font-family:"Verdana","sans-serif";color:#4C3F36'><o:p></o:p></span></span></p> <p align=center style='margin:0in;margin-bottom:.0001pt;text-align: center'><span style='mso-bookmark:_MailOriginal'><span style='font-family:"Verdana","sans-serif";color:#405B81'>&nbsp;</span></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt; font-family:"Verdana","sans-serif";color:#4C3F36'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>Below are links to recently published articles written by The Wagner Law Group.<br> <br> &nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'></span><a href="http://r20.rs6.net/tn.jsp?llr=nh6bttcab&amp;et=1108332296476&amp;s=2511&amp;e=001E96R2so-36Ve9LX272zOOqdqdiHJAVGLDwhDDr1HAnF40m2_ce2SzUVNcvwRl15ufSTr9AayF0_022_5JAkF37pNGfQ22RNN6bUtXbcLkXZO99A4o3tns4rvognbBgp5ZheegsR8dAJcrvVsD-iVhzj4p-fYWCKZQGOZz0w1_7Q=" target="_blank" track=on shape=rect linktype=link><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'>&quot;Asserting the Attorney-Client Privilege in ERISA Cases,&quot;</span></b></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;Marcia Wagner, <em><span style='font-family:"Verdana","sans-serif"'>Law Firm Partnership &amp; Benefits Report, </span></em>October 2011<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'></span><a href="http://r20.rs6.net/tn.jsp?llr=nh6bttcab&amp;et=1108332296476&amp;s=2511&amp;e=001E96R2so-36U9cyvgraKu1xfGTI4HWO5Yjz-vKqrhSRu6tgcjD9-paBuJuNTWWpOGlUF6vCUuaoaEOzPTcd2HXWGkwbRr4mTEEtzpwjeJJXuMvA9X_fB1DmksIQ3EWtxBQb-2zYNgbAqKV7aHWWSPbANMdajOweVckXPLDQTwOno=" target="_blank" track=on shape=rect linktype=link><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'>&quot;Investing with Confidence,&quot;</span></b></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'>&nbsp;Marcia Wagner, <em><span style='font-family:"Verdana","sans-serif"'>Planadviser, </span></em>September - October 2011<o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> </div> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <p class=MsoNormal align=center style='text-align:center; margin-top: 0; margin-bottom: 0;'><span style='mso-bookmark:_MailOriginal'><a name=LETTER.BLOCK11></a><span style='display:none;mso-hide:all'><o:p>&nbsp;</o:p></span></span></p> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <div align=center> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;mso-yfti-tbllook: 1184;mso-padding-alt:3.0pt 3.0pt 3.0pt 3.0pt' id="content_LETTER.BLOCK11"> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;mso-yfti-lastrow: yes'> <td style='padding:3.0pt 3.0pt 3.0pt 3.0pt'> <p class=MsoNormal align=center style='margin-bottom:12.0pt; text-align:center'><span style='mso-bookmark:_MailOriginal'><b><span style='font-family:"Verdana","sans-serif";color:#425984'>Webinars and Podcasts</span></b></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt;font-family:"Verdana","sans-serif";color:#4C3F36'><o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>Below are recently conducted webinars by The Wagner Law Group.<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'></span><a href="http://r20.rs6.net/tn.jsp?llr=nh6bttcab&amp;et=1108332296476&amp;s=2511&amp;e=001E96R2so-36VPMssiKPfDRzPXgdYiuIByhFCTHg7a7IhdKK6laG-NXPl-dv3U7-gEZa0_4tItPi0EMVAmDPbJ-mTb93Z-LKlM7z-pKnDAZYo8Z0T65rFAkwWW6PSe0pSqiicxOAxRgGz8KRrIc81iiwAqde72oswSvFfY65Yg3Gm35Qe1Uu5unw==" target="_blank" track=on shape=rect linktype=link><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'>&quot;Navigating the New Realities of 401(k) Participant Education,&quot;</span></b></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'> Marcia Wagner, Legg Mason Webinar, October 20, 2011<o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> </div> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <p class=MsoNormal align=center style='text-align:center; margin-top: 0; margin-bottom: 0;'><span style='mso-bookmark:_MailOriginal'><a name=LETTER.BLOCK12></a><span style='display:none;mso-hide:all'><o:p>&nbsp;</o:p></span></span></p> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <div align=center> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;mso-yfti-tbllook: 1184;mso-padding-alt:3.0pt 3.0pt 3.0pt 3.0pt;display:table' id="content_LETTER.BLOCK12"> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;mso-yfti-lastrow: yes'> <td style='padding:3.0pt 3.0pt 3.0pt 3.0pt'> <p class=MsoNormal align=center style='margin-bottom:4.5pt; text-align:center'><span style='mso-bookmark:_MailOriginal'><b><span style='font-family:"Verdana","sans-serif";color:#405B81'>Quoted Articles</span></b></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt;font-family:"Verdana","sans-serif";color:#4C3F36'><o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:#4C3F36'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>Below are links to recently published articles quoting The Wagner Law Group<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'></span><a href="http://r20.rs6.net/tn.jsp?llr=nh6bttcab&amp;et=1108332296476&amp;s=2511&amp;e=001E96R2so-36Wq4HCEN1_pbtbUEKMH7WJ-B9vT13k5lpjKF9aLs1P2Yorezr2OBBxbdalELksFg_wAz03Hd7SCA7_qwRoVBn06ssWl7gESMLfTz1_wPl3Pn74WwR57RWxBqH2cC-2vmzlgx-t1WjwWIw==" target="_blank" track=on shape=rect linktype=link><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'>&quot;Workers Come Out Winners Even After 401(k) Lawsuits Are Losers,&quot;</span></b></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;Marcia Wagner<em><span style='font-family:"Verdana","sans-serif"'>, The Wall Street Journal</span></em>, October 25, 2011</span></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt; font-family:"Verdana","sans-serif";color:black'><o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;</span></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt;font-family:"Verdana","sans-serif";color:black'><o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'></span><a href="http://r20.rs6.net/tn.jsp?llr=nh6bttcab&amp;et=1108332296476&amp;s=2511&amp;e=001E96R2so-36XSOLOW1bpDStvl9h2sTh2FZ7Dfli7IMFuJCwvVuxVL31BI_fSeIBFs69jQq7i5bMJ7TtIr3HJa1CsQF0Nj3ZnRw_5rvzcxW4IjMXlCMxpEBz0lsX99gjCepPVPOEcX28Eu7LbFpoDXow==" target="_blank" track=on shape=rect linktype=link><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'>&quot;Labor Department Issues Rule on 401(k) Advice,&quot;</span></b></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;Marcia Wagner<em><span style='font-family:"Verdana","sans-serif"'>, Bloomberg</span></em>, October 24, 2011</span></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt; font-family:"Verdana","sans-serif";color:black'><o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;</span></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt;font-family:"Verdana","sans-serif";color:black'><o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'></span><a href="http://r20.rs6.net/tn.jsp?llr=nh6bttcab&amp;et=1108332296476&amp;s=2511&amp;e=001E96R2so-36UgMCSnunqc-QSnPppPRto72c-un8rAI0Pm5NWNfbiG2hoiZFgc7T7M5hSJY5aZ8rPFtjgW2sTtikIN6gMz-yqzTDBd8XUkAxqBqbdAmpmqP3fqu2P0cGlu1hJEf_fjeyMMu6bycWtEAw==" target="_blank" track=on shape=rect linktype=link><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'>&quot;Government: 401(k) Fee Disclosures May Be Electronic,&quot;</span></b></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'> (opens new window) Marcia Wagner<em><span style='font-family:"Verdana","sans-serif"'>, The Associated Press</span></em>, September 13, 2011</span></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt;font-family:"Verdana","sans-serif";color:black'>&nbsp;<o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> </div> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <p class=MsoNormal align=center style='text-align:center; margin-top: 0; margin-bottom: 0;'><span style='mso-bookmark:_MailOriginal'><span style='display:none; mso-hide:all'><o:p>&nbsp;</o:p></span></span></p> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <div align=center> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;mso-yfti-tbllook: 1184;mso-padding-alt:3.75pt 3.75pt 3.75pt 3.75pt;display:table' id="content_LETTER.BLOCK13"> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;mso-yfti-lastrow: yes'> <td style='padding:3.75pt 3.75pt 3.75pt 3.75pt'><span style='mso-bookmark:_MailOriginal'></span> <div class=MsoNormal align=center style='margin-bottom:4.5pt; text-align:center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt;font-family:"Verdana","sans-serif";color:#6DABAA'> <hr size=1 width="100%" align=center> </span></span></div> <span style='mso-bookmark:_MailOriginal'></span> <div> <p class=MsoNormal align=center style='margin-bottom:4.5pt; text-align:center'><span style='mso-bookmark:_MailOriginal'><b><span style='font-family:"Verdana","sans-serif";color:#405B81'>Services We Provide Our Clients</span></b></span><span style='mso-bookmark:_MailOriginal'><span style='font-family:"Verdana","sans-serif";color:#405B81'><o:p></o:p></span></span></p> </div> <div> <p class=MsoNormal align=center style='margin-bottom:4.5pt; text-align:center'><span style='mso-bookmark:_MailOriginal'><strong><span style='font-family:"Verdana","sans-serif";color:#405B81'>&nbsp;</span></strong></span><span style='mso-bookmark:_MailOriginal'><span style='font-family:"Verdana","sans-serif"; color:#405B81'><o:p></o:p></span></span></p> </div> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <p style='margin:0in; margin-top: 0; margin-bottom: .0001pt;'><span style='mso-bookmark: _MailOriginal'></span><a href="http://r20.rs6.net/tn.jsp?llr=nh6bttcab&amp;et=1108332296476&amp;s=2511&amp;e=001E96R2so-36UxAbnANdBbtv7YIgZhUEO7QyctQOzIn1BWZ-mqMtK6DQuXIUki1Xccrp5FH2Rm8H3MYFF_NdIPtn5tIDO6wWbLgmzBusWa5SqMIhyS6wEituitgsVyIYwdWVjC3ux0WHlCZ2H3aNa4KQ==" target="_blank" track=on shape=rect linktype=link><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'>I. ERISA &amp; EMPLOYEE BENEFITS</span></b></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'>&nbsp;<o:p></o:p></span></span></p> <ul style='margin-top:0in;' type=disc align=left> <li class=MsoNormal style='color:black;mso-list:l3 level1 lfo1; tab-stops:list .5in' align=left><span style='mso-bookmark:_MailOriginal'></span><a href="http://r20.rs6.net/tn.jsp?llr=nh6bttcab&amp;et=1108332296476&amp;s=2511&amp;e=001E96R2so-36Xduu4tvvtMeo3I6QUmmQ--1tHA9NItu_yiqEz1xnzIM5R22FKdos3Xm1S9hcSY-g1yoA33AhsXsZ99qlosaSlMc4EjrdOCUW0Z-p2Y665-hfkRyNB8h1ffs3RAJZ718riMDzUY-3cVeg==" target="_blank" track=on shape=rect linktype=link><span style='mso-bookmark:_MailOriginal'><b><span style='font-size: 10.0pt;font-family:"Verdana","sans-serif";color:black'>Administrative Representation</span></b></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif"'><o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l3 level1 lfo1;tab-stops: list .5in'><span style='mso-bookmark:_MailOriginal'></span><a href="http://r20.rs6.net/tn.jsp?llr=nh6bttcab&amp;et=1108332296476&amp;s=2511&amp;e=001E96R2so-36VlVxBnbcUsLBTGPvXl1hMfgG8g-cYkSNFaKHBtfUv0u-1rBMH2_hpVgn311FN2cwVkM7-5ky90709xOVEKZR80OTam5EniDSUreAcqBAMiNOqQalZFsrm-hounbj8-kF8iZMyFf-edkVpvUgFY2mFi" target="_blank" track=on shape=rect linktype=link><span style='mso-bookmark:_MailOriginal'><b><span style='font-size: 10.0pt;font-family:"Verdana","sans-serif";color:black'>Employment Taxes</span></b></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif"'><o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l3 level1 lfo1;tab-stops: list .5in'><span style='mso-bookmark:_MailOriginal'></span><a href="http://r20.rs6.net/tn.jsp?llr=nh6bttcab&amp;et=1108332296476&amp;s=2511&amp;e=001E96R2so-36VyW7rxO_MIlZiuntyUi_MNDmvxewzeZuje4q6tfQt94DYk_t-7VzzI4Ruv7ui4dkCaqf7mpj738s9iiwCl-OATK7aDOlz68_ZMEwSbSvpK0ggKYktD9Y7CfzH9dct0Y4IDNT0EULV-IA==" target="_blank" track=on shape=rect linktype=link><span style='mso-bookmark:_MailOriginal'><b><span style='font-size: 10.0pt;font-family:"Verdana","sans-serif";color:black'>ERISA Title I</span></b></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif"'><o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l3 level1 lfo1;tab-stops: list .5in'><span style='mso-bookmark:_MailOriginal'></span><a href="http://r20.rs6.net/tn.jsp?llr=nh6bttcab&amp;et=1108332296476&amp;s=2511&amp;e=001E96R2so-36VJGb7ObfBcdNzpWQqmWjqdi16EGV0UjUpCI5Arj8TloqjXF1MZ6q-vV1xh2Xm2nT4uo_jRTpAygQUn7eIR7r27r8h9ESegkVdubwyDW8fuz90lIjck5Gr9HOPgePr2ah2MEQ1_pnmVSw==" target="_blank" track=on shape=rect linktype=link><span style='mso-bookmark:_MailOriginal'><b><span style='font-size: 10.0pt;font-family:"Verdana","sans-serif";color:black'>Income and Pension Excise Taxes</span></b></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif"'><o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l3 level1 lfo1;tab-stops: list .5in'><span style='mso-bookmark:_MailOriginal'></span><a href="http://r20.rs6.net/tn.jsp?llr=nh6bttcab&amp;et=1108332296476&amp;s=2511&amp;e=001E96R2so-36XKYXcuRrWJYsFe0tzRe3l3UOJwO7nNxmXxU74HY8YL5Ogoeaq0iXRqrN5AtT1BdQC2Eojb9M5E3MwPyJQaDTrCSg6NbkjTvqoDID9Q2QbHq4j0Ce4hiE27XmGklPlZp3VT1ZvvrtXY9dntabObxG8G" target="_blank" track=on shape=rect linktype=link><span style='mso-bookmark:_MailOriginal'><b><span style='font-size: 10.0pt;font-family:"Verdana","sans-serif";color:black'>Non-Qualified Plans and Executive Compensation</span></b></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif"'><o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l3 level1 lfo1;tab-stops: list .5in'><span style='mso-bookmark:_MailOriginal'></span><a href="http://r20.rs6.net/tn.jsp?llr=nh6bttcab&amp;et=1108332296476&amp;s=2511&amp;e=001E96R2so-36Uy3qFy0DU4Lu1eFfUpFGXdWJb2yKWsSLkg-P2e5XupxPwXcQl5vpB7PF6_ozWN-ub9Y10p6tgLHBk0UbmMMmkq27LjylZEC6zqzn1FhLo6bY5c5fe1mD8Ai8Gh5PWZF4Bm01PunlU4Uw==" target="_blank" track=on shape=rect linktype=link><span style='mso-bookmark:_MailOriginal'><b><span style='font-size: 10.0pt;font-family:"Verdana","sans-serif";color:black'>Other Plan Issues</span></b></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif"'><o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l3 level1 lfo1;tab-stops: list .5in'><span style='mso-bookmark:_MailOriginal'></span><a href="http://r20.rs6.net/tn.jsp?llr=nh6bttcab&amp;et=1108332296476&amp;s=2511&amp;e=001E96R2so-36WjiJLuXGqBxswJDYMxykH4RKgoiipDmVbzj4NP9TX8pMK0lPA96Q0Sx0xsFHS1iIllAFX6bgpax79RnYxJoeSnbKXzwMssTxpiBtuG68eQVHW3rSbBwp7hjk5uaokpRYXAWU7uqIUP4ltvHAH1HZPfNH70KqTFe4Y=" target="_blank" track=on shape=rect linktype=link><span style='mso-bookmark:_MailOriginal'><b><span style='font-size: 10.0pt;font-family:"Verdana","sans-serif";color:black'>Plan Administration</span></b></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif"'><o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l3 level1 lfo1;tab-stops: list .5in'><span style='mso-bookmark:_MailOriginal'></span><a href="http://r20.rs6.net/tn.jsp?llr=nh6bttcab&amp;et=1108332296476&amp;s=2511&amp;e=001E96R2so-36UlWBq16WXWRP5qo6ciKHJpun3Md3SC5mjbw5gGht8IDBjoefDnCjlepE8WZSsOe0IGg3ONpT2bS9BlJ-gtWm5KaJsYXCHzCruTYcq2uzqLu5TiBXQ8W4-9sQKEdR4PdTEnNDyb_d0J3OXDyhrc6Br8" target="_blank" track=on shape=rect linktype=link><span style='mso-bookmark:_MailOriginal'><b><span style='font-size: 10.0pt;font-family:"Verdana","sans-serif";color:black'>Plan Compliance</span></b></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif"'><o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l3 level1 lfo1;tab-stops: list .5in'><span style='mso-bookmark:_MailOriginal'></span><a href="http://r20.rs6.net/tn.jsp?llr=nh6bttcab&amp;et=1108332296476&amp;s=2511&amp;e=001E96R2so-36W33vgcKW3nTOGN81SJEt9U9ztZGbiP1xmXdj5x7OtGdu3-niluY_Lw9Rvr7mN4tWbUssjy82jmJfS48u3RdJDYkqFswv6LJ7hicMFpq_CPd2hYJy9rvNcJ86G-ktlEqvV5CwdOPND8DZZ98pbl08Gv" target="_blank" track=on shape=rect linktype=link><span style='mso-bookmark:_MailOriginal'><b><span style='font-size: 10.0pt;font-family:"Verdana","sans-serif";color:black'>Plan Testing</span></b></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif"'><o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l3 level1 lfo1;tab-stops: list .5in'><span style='mso-bookmark:_MailOriginal'></span><a href="http://r20.rs6.net/tn.jsp?llr=nh6bttcab&amp;et=1108332296476&amp;s=2511&amp;e=001E96R2so-36Xz04RUK7cUKby-yHGPFuNMb5RhpXWzF6hbMbqZGCpG80ITegocOGklkFM7VfDjGXAIhF_4hPeCalDWHkFcIOF5cDmc_gn6RkL4fxilc3lDUot3BR8DA11CiPwKIuMF4upuizXuPHojLf0njq_XddEH" target="_blank" track=on shape=rect linktype=link><span style='mso-bookmark:_MailOriginal'><b><span style='font-size: 10.0pt;font-family:"Verdana","sans-serif";color:black'>Retirement Plans</span></b></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif"'><o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l3 level1 lfo1;tab-stops: list .5in'><span style='mso-bookmark:_MailOriginal'></span><a href="http://r20.rs6.net/tn.jsp?llr=nh6bttcab&amp;et=1108332296476&amp;s=2511&amp;e=001E96R2so-36XxjRcx_CGmLsI2P0T-vScOVDTTjCqkAqx5LYCHRvrVDrfyhGqB5l_OmLH0rXLENj7tYO3QSa0nSVkRB0CV59pwmueZnCe1dFlKhRzM6bfRWMaZ6ESPi5xtr0GZ-Q5Bd9S2nsyi7t4wfB9dZ3mxJ96y" target="_blank" track=on shape=rect linktype=link><span style='mso-bookmark:_MailOriginal'><b><span style='font-size: 10.0pt;font-family:"Verdana","sans-serif";color:black'>Welfare Benefit Plans</span></b></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif"'><o:p></o:p></span></span></li> </ul> <p style='margin:0in; margin-bottom: .0001pt;'><span style='mso-bookmark: _MailOriginal'></span><a href="http://r20.rs6.net/tn.jsp?llr=nh6bttcab&amp;et=1108332296476&amp;s=2511&amp;e=001E96R2so-36Uv0iRigaXNIGvnjeoWH2R3isfm4pkBiTby1MWgKcGGbPa171Se06OSBP5hXx4PCe7loqcn9jpqCAEiTW9Q_sLfYP9XiFWIeiueHbR-4fjUQ35JdbgYrYMMXpW98rXuRklQ1QneHAC7Iw==" target="_blank" track=on shape=rect linktype=link><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'>II.&nbsp;ESTATE PLANNING &amp; ADMINISTRATION</span></b></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'><o:p></o:p></span></span></p> <ul style='margin-top:0in;' type=disc align=left> <li class=MsoNormal style='color:black;mso-list:l4 level1 lfo2; tab-stops:list .5in' align=left><span style='mso-bookmark:_MailOriginal'></span><a href="http://r20.rs6.net/tn.jsp?llr=nh6bttcab&amp;et=1108332296476&amp;s=2511&amp;e=001E96R2so-36VzEK5BvUnx7sLb_ISaawYTfbf07bTsE1s69NcM-ub1awT70ajjCiwePln3NwAzWdlue-wPLzV9nZ2WnWstfhZGcrMvvtuzyxBehsHtg2XZBoB97BOl-Da5OBdsKaD8frSvmFNKyDfEJmAPyQ9yjHhH" target="_blank" track=on shape=rect linktype=link><span style='mso-bookmark:_MailOriginal'><b><span style='font-size: 10.0pt;font-family:"Verdana","sans-serif";color:black'>Asset Preservation and Protection</span></b></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif"'><o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l4 level1 lfo2;tab-stops: list .5in'><span style='mso-bookmark:_MailOriginal'></span><a href="http://r20.rs6.net/tn.jsp?llr=nh6bttcab&amp;et=1108332296476&amp;s=2511&amp;e=001E96R2so-36VAKlH2yNWc89jvpsixmKem0X62xl8mXHZGNgKv1j0hwgN8hT3FpdWIKN7A7eMWa6BJIJ35HQAhubnGjaUM-0zMIO_6H0CDGeJJFccMAhBKJ0yTB1PrmgvWG2jfrS2h-hyATJn9ymvasHaDYLf3m7nF" target="_blank" track=on shape=rect linktype=link><span style='mso-bookmark:_MailOriginal'><b><span style='font-size: 10.0pt;font-family:"Verdana","sans-serif";color:black'>Estate Planning Instruments</span></b></span><span style='mso-bookmark: _MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'><o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l4 level1 lfo2;tab-stops: list .5in'><span style='mso-bookmark:_MailOriginal'></span><a href="http://r20.rs6.net/tn.jsp?llr=nh6bttcab&amp;et=1108332296476&amp;s=2511&amp;e=001E96R2so-36WoFtHnTdImbZDXsYlpKVxe4nFwKmX8aL7-EfDNfjyXTqiE5M8xRgvy0Nx-tc-NUKQ-bdapVOqNdIeoore3gMrkDsoh39GYrRGMY_Oci5tSbPDlxOPmbke9gGDD5IxfFX_8UfWvw44rHb1e-oePbvhqb-7gyUx2zCpXBQi9jAzkaw==" target="_blank" track=on shape=rect linktype=link><span style='mso-bookmark:_MailOriginal'><b><span style='font-size: 10.0pt;font-family:"Verdana","sans-serif";color:black'>Personal and Family Planning</span></b></span><span style='mso-bookmark: _MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'><o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l4 level1 lfo2;tab-stops: list .5in'><span style='mso-bookmark:_MailOriginal'></span><a href="http://r20.rs6.net/tn.jsp?llr=nh6bttcab&amp;et=1108332296476&amp;s=2511&amp;e=001E96R2so-36VAsPj8QwzIT7sf5f7okXk-W6xX2nxOz8rnUcDwpB-Yhen__0nP3rZYeJUkHaMbUz1cZCPyEqvNv6pSTdl84svs0h_8o7NbwIU-q5q3pa5sHlONerY4pTdEqC5ER4cZJe41k_e7chIEiPo9VvbWbP5I" target="_blank" track=on shape=rect linktype=link><span style='mso-bookmark:_MailOriginal'><b><span style='font-size: 10.0pt;font-family:"Verdana","sans-serif";color:black'>Taxes</span></b></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif"'><o:p></o:p></span></span></li> </ul> <p style='margin:0in; margin-bottom: .0001pt;'><span style='mso-bookmark: _MailOriginal'></span><a href="http://r20.rs6.net/tn.jsp?llr=nh6bttcab&amp;et=1108332296476&amp;s=2511&amp;e=001E96R2so-36URsjfFOsTPzxhGJMVuBgI2LNM4fRA4P1x55poiNp2LhJ_caovelR-e99N0d1_4OZvz4CAHnBdBm0i8yTFHUQHWjTnuka8IDgXxYy136kCBX3mBQ4o9p1yWT3adCdVwsYBuViwLpi9ydA==" target="_blank" track=on shape=rect linktype=link><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'>III. EMPLOYMENT, LABOR &amp; HUMAN RESOURCES</span></b></span><span style='mso-bookmark: _MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'><o:p></o:p></span></span></p> <ul type=disc align=left> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l15 level1 lfo3;tab-stops: list .5in'><span style='mso-bookmark:_MailOriginal'></span><a href="http://r20.rs6.net/tn.jsp?llr=nh6bttcab&amp;et=1108332296476&amp;s=2511&amp;e=001E96R2so-36V3CwSRohNRNLNKLdshT3zuKjTMzFwdPwpwUgoxBTbnh6XJ-b6g4djC4VFpEdHd5itE41c2HAmsF0Wu097oolNZXMvgOFfItCtPDx30_cI8miCQmltRl0IA4GVbxWVxJh22iOtqSlEeIG85JUxf77P1iRCLtA3vEIg=" target="_blank" track=on shape=rect linktype=link><span style='mso-bookmark:_MailOriginal'><b><span style='font-size: 10.0pt;font-family:"Verdana","sans-serif";color:black'>Establishment&nbsp;and Implementation of Policies and Procedures</span></b></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif"'><o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l15 level1 lfo3;tab-stops: list .5in'><span style='mso-bookmark:_MailOriginal'></span><a href="http://r20.rs6.net/tn.jsp?llr=nh6bttcab&amp;et=1108332296476&amp;s=2511&amp;e=001E96R2so-36X1YAtooqEF1seROf4RSExF_ne8YQ3TYW1Y-cXS5kCCxUBoYQUjiibkQ0dMkag0vtoPSUWR7UuKjgErLH7HBJ_Y94aaPm-MSFcFau-_i-LNSh5NY6cLbrKmDZXtJToGVYNSFo1JK1e8SQoI_89uNiXl" target="_blank" track=on shape=rect linktype=link><span style='mso-bookmark:_MailOriginal'><b><span style='font-size: 10.0pt;font-family:"Verdana","sans-serif";color:black'>Handling and Resolution of Disputes</span></b></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif"'><o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l15 level1 lfo3;tab-stops: list .5in'><span style='mso-bookmark:_MailOriginal'></span><a href="http://r20.rs6.net/tn.jsp?llr=nh6bttcab&amp;et=1108332296476&amp;s=2511&amp;e=001E96R2so-36VRDHB55bjr2TKuA_Jcy_PnE83Cy82vDAZD6blF36JuxIFFeogwLmqSJiy0EMuqut-ycf6gkt3ZhriZ3T5_0hhS3B-hJvToAklW4EtXt8uMHW3EYPL3QqjkSqa92H_CouDmiqHeURayEwDSTKFzBFTl" target="_blank" track=on shape=rect linktype=link><span style='mso-bookmark:_MailOriginal'><b><span style='font-size: 10.0pt;font-family:"Verdana","sans-serif";color:black'>Management of Employees</span></b></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif"'>&nbsp;<o:p></o:p></span></span></li> </ul> <span style='mso-bookmark:_MailOriginal'></span> <div class=MsoNormal align=center style='text-align:center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt; font-family:"Verdana","sans-serif";color:#6DABAA'> <hr size=2 width="100%" align=center> </span></span></div> <span style='mso-bookmark:_MailOriginal'></span> <div class=MsoNormal align=center style='text-align:center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt; font-family:"Verdana","sans-serif";color:#6DABAA'> <hr size=2 width="100%" align=center> </span></span></div> <span style='mso-bookmark:_MailOriginal'></span> <div class=MsoNormal align=center style='text-align:center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt; font-family:"Verdana","sans-serif";color:#6DABAA'> <hr size=2 width="100%" align=center> </span></span></div> <span style='mso-bookmark:_MailOriginal'></span> <div class=MsoNormal align=center style='text-align:center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt; font-family:"Verdana","sans-serif";color:#6DABAA'> <hr size=2 width="100%" align=center> </span></span></div> <span style='mso-bookmark:_MailOriginal'></span></td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> </div> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <p class=MsoNormal align=center style='text-align:center; margin-top: 0; margin-bottom: 0;'><span style='mso-bookmark:_MailOriginal'><a name=LETTER.BLOCK14></a><span style='display:none;mso-hide:all'><o:p>&nbsp;</o:p></span></span></p> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <div align=center> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;mso-yfti-tbllook: 1184;mso-padding-alt:3.0pt 3.0pt 3.0pt 3.0pt;display:table' id="content_LETTER.BLOCK14"> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;mso-yfti-lastrow: yes'> <td style='padding:3.0pt 3.0pt 3.0pt 3.0pt'> <p class=MsoNormal align=center style='margin-bottom:4.5pt; text-align:center'><span style='mso-bookmark:_MailOriginal'><b><span style='font-family:"Verdana","sans-serif";color:#405B81'>The Wagner Law Group Description</span></b></span><span style='mso-bookmark: _MailOriginal'><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:#4C3F36'><o:p></o:p></span></span></p> <p align=center style='margin:0in;margin-bottom:.0001pt;text-align: center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt;font-family:"Verdana","sans-serif";color:#4C3F36'>&nbsp;<o:p></o:p></span></span></p> <p align=center style='margin:0in;margin-bottom:.0001pt;text-align: center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>The Wagner Law Group, A Professional Corporation, is a nationally recognized ERISA&nbsp;&amp;&nbsp;employee benefits, estate planning, employment, labor &amp; human resources&nbsp;practice.&nbsp;<o:p></o:p></span></span></p> <p align=center style='margin:0in;margin-bottom:.0001pt;text-align: center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p align=center style='margin:0in;margin-bottom:.0001pt;text-align: center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>Established in 1996, The Wagner Law Group has 19 attorneys engaged exclusively in employee benefits, estate planning and employment law.&nbsp;Six of our attorneys are AV rated by Martindale-Hubbell as having very high to preeminent legal abilities and ethical standards. The firm is among the largest ERISA boutiques in the country. Our practice is national in scope, with clients in more than 40 states and several foreign countries.<o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> </div> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <p class=MsoNormal align=center style='text-align:center; margin-top: 0; margin-bottom: 0;'><span style='mso-bookmark:_MailOriginal'><a name=LETTER.BLOCK15></a><span style='display:none;mso-hide:all'><o:p>&nbsp;</o:p></span></span></p> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <div align=center> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;mso-yfti-tbllook: 1184;mso-padding-alt:3.0pt 3.0pt 3.0pt 3.0pt' id="content_LETTER.BLOCK15"> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;mso-yfti-lastrow: yes'> <td style='padding:3.0pt 3.0pt 3.0pt 3.0pt'> <p class=MsoNormal align=center style='margin-bottom:4.5pt; text-align:center'><span style='mso-bookmark:_MailOriginal'><b><span style='font-family:"Verdana","sans-serif";color:#405B81'>Contact Info</span></b></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt; font-family:"Verdana","sans-serif";color:#4C3F36'><o:p></o:p></span></span></p> <p align=center style='margin:0in;margin-bottom:.0001pt;text-align: center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt;font-family:"Verdana","sans-serif";color:#4C3F36'>&nbsp;<o:p></o:p></span></span></p> <p align=center style='margin:0in;margin-bottom:.0001pt;text-align: center'><span style='mso-bookmark:_MailOriginal'><strong><span style='font-size:9.0pt;font-family:"Verdana","sans-serif";color:black'>The Wagner Law Group</span></strong></span><span style='mso-bookmark: _MailOriginal'><span style='font-size:9.0pt;font-family:"Verdana","sans-serif"; color:black'><o:p></o:p></span></span></p> <p align=center style='margin:0in;margin-bottom:.0001pt;text-align: center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:9.0pt;font-family:"Verdana","sans-serif";color:black'>&nbsp;<o:p></o:p></span></span></p> <p align=center style='margin:0in;margin-bottom:.0001pt;text-align: center'><span style='mso-bookmark:_MailOriginal'><strong><span style='font-size:9.0pt;font-family:"Verdana","sans-serif";color:black'>Massachusetts Office&nbsp;</span></strong></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:9.0pt;font-family:"Verdana","sans-serif";color:black'><o:p></o:p></span></span></p> <p align=center style='margin:0in;margin-bottom:.0001pt;text-align: center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:9.0pt;font-family:"Verdana","sans-serif";color:black'>Tel: (617) 357-5200&nbsp;<o:p></o:p></span></span></p> <p align=center style='margin:0in;margin-bottom:.0001pt;text-align: center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:9.0pt;font-family:"Verdana","sans-serif";color:black'>Fax: (617) 357-5250&nbsp;<o:p></o:p></span></span></p> <p align=center style='margin:0in;margin-bottom:.0001pt;text-align: center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:9.0pt;font-family:"Verdana","sans-serif";color:black'>99 Summer Street&nbsp;<o:p></o:p></span></span></p> <p align=center style='margin:0in;margin-bottom:.0001pt;text-align: center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:9.0pt;font-family:"Verdana","sans-serif";color:black'>13th Floor<o:p></o:p></span></span></p> <p align=center style='margin:0in;margin-bottom:.0001pt;text-align: center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:9.0pt;font-family:"Verdana","sans-serif";color:black'>Boston, MA 02110<o:p></o:p></span></span></p> <p align=center style='margin:0in;margin-bottom:.0001pt;text-align: center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:9.0pt;font-family:"Verdana","sans-serif";color:black'><br> <strong><span style='font-family:"Verdana","sans-serif"'>Florida Office&nbsp;</span></strong><o:p></o:p></span></span></p> <p align=center style='margin:0in;margin-bottom:.0001pt;text-align: center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:9.0pt;font-family:"Verdana","sans-serif";color:black'>Tel: (561) 293-3590<br> Fax: (561) 293-3591<br> 7121 Fairway Drive<br> Suite 203<br> Palm Beach Gardens, FL 33418<o:p></o:p></span></span></p> <p align=center style='margin:0in;margin-bottom:.0001pt;text-align: center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:9.0pt;font-family:"Verdana","sans-serif";color:black'>&nbsp;<o:p></o:p></span></span></p> <p align=center style='margin:0in;margin-bottom:.0001pt;text-align: center'><span style='mso-bookmark:_MailOriginal'><strong><span style='font-size:9.0pt;font-family:"Verdana","sans-serif";color:black'>New York Office</span></strong></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:9.0pt;font-family:"Verdana","sans-serif";color:black'><o:p></o:p></span></span></p> <p align=center style='margin:0in;margin-bottom:.0001pt;text-align: center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:9.0pt;font-family:"Verdana","sans-serif";color:black'>Tel: (716) 650-5987<o:p></o:p></span></span></p> <p align=center style='margin:0in;margin-bottom:.0001pt;text-align: center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:9.0pt;font-family:"Verdana","sans-serif";color:black'>Fax:&nbsp;(716) 633-0301<o:p></o:p></span></span></p> <p align=center style='margin:0in;margin-bottom:.0001pt;text-align: center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:9.0pt;font-family:"Verdana","sans-serif";color:black'>333 International Drive<o:p></o:p></span></span></p> <p align=center style='margin:0in;margin-bottom:.0001pt;text-align: center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:9.0pt;font-family:"Verdana","sans-serif";color:black'>Suite B-4<o:p></o:p></span></span></p> <p align=center style='margin:0in;margin-bottom:.0001pt;text-align: center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:9.0pt;font-family:"Verdana","sans-serif";color:black'>Williamsville, NY 14221<o:p></o:p></span></span></p> <p align=center style='margin:0in;margin-bottom:.0001pt;text-align: center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:9.0pt;font-family:"Verdana","sans-serif";color:black'>&nbsp;<o:p></o:p></span></span></p> <p align=center style='margin:0in;margin-bottom:.0001pt;text-align: center'><span style='mso-bookmark:_MailOriginal'></span><a href="http://r20.rs6.net/tn.jsp?llr=nh6bttcab&amp;et=1108332296476&amp;s=2511&amp;e=001E96R2so-36VehEr0gZhy4PKs1yiFIW1LjQZlROdph0qPcf2gpd3tbvE0K62XZz_mxI_mzRLvseLsWawjEBhkbvdHK4AA3MnmopxHCiNPjM3Unn3PA0M8Xa9YistgJjLC" target="_blank" track=on shape=rect linktype=link><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:9.0pt; font-family:"Verdana","sans-serif";color:black'>www.wagnerlawgroup.com</span></b></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark: _MailOriginal'><span style='font-size:9.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;</span></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt;font-family:"Verdana","sans-serif";color:black'>&nbsp;<o:p></o:p></span></span></p> <p align=center style='margin:0in;margin-bottom:.0001pt;text-align: center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt;font-family:"Verdana","sans-serif";color:#4C3F36'>&nbsp;<o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> </div> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <p class=MsoNormal align=center style='text-align:center; margin-top: 0; margin-bottom: 0;'><span style='mso-bookmark:_MailOriginal'><a name=LETTER.BLOCK16></a><span style='display:none;mso-hide:all'><o:p>&nbsp;</o:p></span></span></p> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <div align=center> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;mso-yfti-tbllook: 1184;mso-padding-alt:3.0pt 3.0pt 3.0pt 3.0pt' id="content_LETTER.BLOCK16"> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;mso-yfti-lastrow: yes'> <td style='padding:3.0pt 3.0pt 3.0pt 3.0pt'> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:black'>This Newsletter is protected by copyright. Material appearing herein may be reproduced with appropriate credit.<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:black'>Pursuant to Internal Revenue Service Circular 230, we hereby inform you that any advice set forth herein with respect to US federal tax issues is not intended or written by The Wagner Law Group to be used and cannot be used, by you or any taxpayer, for the purpose of avoiding penalties that may be imposed on you or any other person under the Internal Revenue Code.<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:black'>This Newsletter is provided for information purposes by The Wagner Law Group to clients and others who may be interested in the subject matter, and may not be relied upon as specific legal advice.&nbsp; This material is not to be construed as legal advice or legal opinions on specific facts. Under the Rules of the Supreme Judicial Court of Massachusetts, this material may be considered advertising.<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;&nbsp;<o:p></o:p></span></span></p> <p align=center style='margin:0in;margin-bottom:.0001pt;text-align: center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt;font-family:"Verdana","sans-serif";color:black'>Current and back issues of this Newsletter are available on our website at:<o:p></o:p></span></span></p> <p align=center style='margin:0in;margin-bottom:.0001pt;text-align: center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt;font-family:"Verdana","sans-serif";color:black'>&nbsp;<o:p></o:p></span></span></p> <p align=center style='margin:0in;margin-bottom:.0001pt;text-align: center'><span style='mso-bookmark:_MailOriginal'></span><a href="http://r20.rs6.net/tn.jsp?llr=nh6bttcab&amp;et=1105094114919&amp;s=0&amp;e=001ocDDQ3_QSbKw2PNhRSIH8a8uc1-fJm8-reK6X5k_uCQ9jdUZUbU7BNUs2zKxyl2LCNFgrfgfaQYkPsQugKbMdk_z78FkI9X3qBJNHlhcEeNNWGwkLwNmUeybiclFHkJ2" target="_blank" shape=rect><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:8.0pt;font-family:"Verdana","sans-serif";color:black'>www.wagnerlawgroup.com</span></b></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark: _MailOriginal'><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:black'>.<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p align=center style='margin:0in;margin-bottom:.0001pt;text-align: center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt;font-family:"Verdana","sans-serif";color:black'>&nbsp;<o:p></o:p></span></span></p> <p align=center style='margin:0in;margin-bottom:.0001pt;text-align: center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt;font-family:"Verdana","sans-serif";color:black'>&nbsp;<o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> </div> <span style='mso-bookmark:_MailOriginal'></span></td> <span style='mso-bookmark:_MailOriginal'></span> <td width=410 valign=top style='width:307.5pt;background:white; padding:7.5pt 0in 0in 0in'> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;mso-yfti-tbllook: 1184;mso-padding-alt:0in 0in 0in 0in' id="content_LETTER.BLOCK17"> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes'> <td width="100%" style='width:100.0%;padding:0in 0in 0in 0in'> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;mso-yfti-tbllook: 1184;mso-padding-alt:3.75pt 3.75pt 3.75pt 3.75pt'> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;mso-yfti-lastrow: yes'> <td style='padding:3.75pt 3.75pt 3.75pt 3.75pt'> <p style='margin:0in;margin-bottom:.0001pt'><!--[if gte vml 1]><v:shapetype id="_x0000_t75" coordsize="21600,21600" o:spt="75" o:preferrelative="t" path="m@4@5l@4@11@9@11@9@5xe" filled="f" stroked="f"> <v:stroke joinstyle="miter"/> <v:formulas> <v:f eqn="if lineDrawn pixelLineWidth 0"/> <v:f eqn="sum @0 1 0"/> <v:f eqn="sum 0 0 @1"/> <v:f eqn="prod @2 1 2"/> <v:f eqn="prod @3 21600 pixelWidth"/> <v:f eqn="prod @3 21600 pixelHeight"/> <v:f eqn="sum @0 0 1"/> <v:f eqn="prod @6 1 2"/> <v:f eqn="prod @7 21600 pixelWidth"/> <v:f eqn="sum @8 21600 0"/> <v:f eqn="prod @7 21600 pixelHeight"/> <v:f eqn="sum @10 21600 0"/> </v:formulas> <v:path o:extrusionok="f" gradientshapeok="t" o:connecttype="rect"/> <o:lock v:ext="edit" aspectratio="t"/> </v:shapetype><v:shape id="_x0000_s1026" type="#_x0000_t75" alt="Marcia Wagner" style='position:absolute;margin-left:26.05pt;margin-top:0;width:77.25pt; height:78.75pt;z-index:251658240;mso-wrap-distance-left:3.75pt; mso-wrap-distance-top:3.75pt;mso-wrap-distance-right:3.75pt; mso-wrap-distance-bottom:3.75pt;mso-position-horizontal:right; mso-position-horizontal-relative:text; mso-position-vertical-relative:line' o:allowoverlap="f"> <v:imagedata src="http://ih.constantcontact.com/fs087/1102316631277/img/11.jpg"/> <w:wrap type="square"/> </v:shape><![endif]--><![if !vml]><img width=103 height=105 src="http://ih.constantcontact.com/fs087/1102316631277/img/11.jpg" align=right hspace=5 vspace=5 style='text-align:right'' alt="Marcia Wagner" name=ACCOUNT.IMAGE.11 border=0 v:shapes="_x0000_s1026"><![endif]><span style='mso-bookmark:_MailOriginal'></span><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'><o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>This newsletter is intended to provide you with an overview of&nbsp;recent developments in the law&nbsp;regarding tax-qualified plans, welfare benefit plans and human resources and employment matters.<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <div> <p class=MsoNormal style="margin-bottom: 0"><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>As always, if you have any questions or comments, please call us at (617) 357-5200 or e-mail a member of </span></span><a href="http://r20.rs6.net/tn.jsp?llr=nh6bttcab&amp;t=7iob7giab.0.djybdffab.nh6bttcab.2511&amp;ts=S0694&amp;p=http%3A%2F%2Fwww.erisa-lawyers.com%2Fmeet-the-team.html" target="_blank" track=on shape=rect linktype=link><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'>our team</span></b></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'>.&nbsp;<o:p></o:p></span></span></p> </div> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <div> <p class=MsoNormal style="margin-bottom: 0"><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'><o:p>&nbsp;</o:p></span></span></p> </div> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <div> <p class=MsoNormal style="margin-bottom: 0"><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>Best Regards,&nbsp;<o:p></o:p></span></span></p> </div> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <p style='margin:0in; margin-top: 0; margin-bottom: .0001pt;'><span style='mso-bookmark: _MailOriginal'></span><a href="http://r20.rs6.net/tn.jsp?llr=nh6bttcab&amp;t=7iob7giab.0.8xctsmfab.nh6bttcab.2511&amp;ts=S0694&amp;p=http%3A%2F%2Fwww.linkedin.com%2Fin%2Fmarciawagner" target="_blank" track=on shape=rect></a><!--[if gte vml 1]><v:shape id="_x0000_s1027" type="#_x0000_t75" alt="View my profile on LinkedIn" href="http://r20.rs6.net/tn.jsp?llr=nh6bttcab&amp;t=7iob7giab.0.8xctsmfab.nh6bttcab.2511&amp;ts=S0694&amp;p=http%3A%2F%2Fwww.linkedin.com%2Fin%2Fmarciawagner" target="&quot;_blank&quot;" style='position:absolute; margin-left:23.8pt;margin-top:0;width:75pt;height:27pt;z-index:251659264; mso-wrap-distance-left:0;mso-wrap-distance-top:0; mso-wrap-distance-right:0;mso-wrap-distance-bottom:0; mso-position-horizontal:right;mso-position-horizontal-relative:text; mso-position-vertical-relative:line' o:allowoverlap="f" o:button="t"> <v:imagedata src="https://imgssl.constantcontact.com/ui/images1/btn_lkdin_100.png"/> <w:wrap type="square"/> </v:shape><![endif]--><![if !vml]><a href="http://r20.rs6.net/tn.jsp?llr=nh6bttcab&amp;t=7iob7giab.0.8xctsmfab.nh6bttcab.2511&amp;ts=S0694&amp;p=http%3A%2F%2Fwww.linkedin.com%2Fin%2Fmarciawagner" target="&quot;_blank&quot;"><img border=0 width=100 height=36 src="https://imgssl.constantcontact.com/ui/images1/btn_lkdin_100.png" align=right style='text-align:right' alt="View my profile on LinkedIn" v:shapes="_x0000_s1027"></a><![endif]><span style='mso-bookmark:_MailOriginal'></span><a href="http://r20.rs6.net/tn.jsp?llr=nh6bttcab&amp;t=7iob7giab.0.8xctsmfab.nh6bttcab.2511&amp;ts=S0694&amp;p=http%3A%2F%2Fwww.linkedin.com%2Fin%2Fmarciawagner" target="_blank"><span style='mso-bookmark:_MailOriginal'></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'><o:p></o:p></span></span></p> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <div> <p class=MsoNormal style="margin-bottom: 0"><span style='mso-bookmark:_MailOriginal'></span><a href="mailto:marcia@wagnerlawgroup.com" target="_blank" shape=rect><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'>Marcia Wagner</span></b></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'>&nbsp;<o:p></o:p></span></span></p> </div> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> <span style='mso-bookmark:_MailOriginal'></span></td> <span style='mso-bookmark:_MailOriginal'></span> </tr> <tr style='mso-yfti-irow:1'> <td width="100%" valign=top style='width:100.0%;padding:0in 0in 0in 0in'> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;background: #DBE8F4;mso-yfti-tbllook:1184;mso-padding-alt:3.75pt 3.75pt 3.75pt 3.75pt; display:table' id="content_LETTER.BLOCK33"> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;mso-yfti-lastrow: yes'> <td valign=top style='padding:3.75pt 3.75pt 3.75pt 3.75pt'> <p class=MsoNormal align=center style='margin-bottom:4.5pt; text-align:center'><span style='mso-bookmark:_MailOriginal'><a name=LETTER.BLOCK33></a><b><span style='font-family:"Verdana","sans-serif"; color:#405B81'>I.&nbsp;&nbsp; TAX-QUALIFIED PLANS</span></b></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt; font-family:"Verdana","sans-serif";color:#4C3F36'><o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <p class=MsoNormal style="margin-top: 0; margin-bottom: 0;"><span style='mso-bookmark:_MailOriginal'><a name=LETTER.BLOCK59></a><span style='display:none;mso-hide:all'><o:p>&nbsp;</o:p></span></span></p> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;background: #DBE8F4;mso-yfti-tbllook:1184;mso-padding-alt:3.75pt 3.75pt 3.75pt 3.75pt; display:table' id="content_LETTER.BLOCK59"> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;mso-yfti-lastrow: yes'> <td valign=top style='padding:3.75pt 3.75pt 3.75pt 3.75pt'> <p class=MsoNormal align=center style='margin-bottom:4.5pt; text-align:center'><span style='mso-bookmark:_MailOriginal'><b><span style='font-family:"Verdana","sans-serif";color:#405B81'>2012 Cost-of-Living Adjustments</span></b></span><span style='mso-bookmark: _MailOriginal'><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:#4C3F36'><o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <p class=MsoNormal style="margin-top: 0; margin-bottom: 0;"><span style='mso-bookmark:_MailOriginal'><a name=LETTER.BLOCK21></a><o:p>&nbsp;</o:p></span></p> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;background: white;mso-yfti-tbllook:1184;mso-padding-alt:3.75pt 3.75pt 3.75pt 3.75pt; display:table' id="content_LETTER.BLOCK21"> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;mso-yfti-lastrow: yes'> <td valign=top style='padding:3.75pt 3.75pt 3.75pt 3.75pt'> <table class=MsoNormalTable border=1 cellpadding=0 width=483 style='width:362.25pt;mso-cellspacing:1.5pt;mso-yfti-tbllook:1184; mso-padding-alt:0in 0in 0in 0in'> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;height:12.85pt'> <td width="49%" style='width:49.68%;border:none;padding:0in 0in 0in 0in; height:12.85pt'> <p align=center style='margin-top:3.0pt;margin-right:0in; margin-bottom:3.0pt;margin-left:0in;text-align:center'><span style='mso-bookmark:_MailOriginal'>&nbsp;<o:p></o:p></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> <td width="26%" style='width:26.3%;border:none;padding:0in 0in 0in 0in; height:12.85pt'> <p align=center style='margin-top:3.0pt;margin-right:0in; margin-bottom:3.0pt;margin-left:0in;text-align:center'><span style='mso-bookmark:_MailOriginal'><u><span style='font-size: 10.0pt;font-family:"Verdana","sans-serif"'>2012</span></u></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif"'><o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> <td width="22%" style='width:22.36%;border:none;padding:0in 0in 0in 0in; height:12.85pt'> <p align=center style='margin-top:3.0pt;margin-right:0in; margin-bottom:3.0pt;margin-left:0in;text-align:center'><span style='mso-bookmark:_MailOriginal'><u><span style='font-size: 10.0pt;font-family:"Verdana","sans-serif"'>2011</span></u></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif"'><o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> <tr style='mso-yfti-irow:1;height:12.85pt'> <td width="49%" style='width:49.68%;border:none;padding:0in 0in 0in 0in; height:12.85pt'> <p style='margin-top:3.0pt;margin-right:0in;margin-bottom:3.0pt; margin-left:0in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>Maximum annual payout from a defined benefit plan at or after age 62 (plan year ending in stated calendar year) (Section 415(b)(1)(A))<o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> <td width="26%" style='width:26.3%;border:none;padding:0in 0in 0in 0in; height:12.85pt'> <p align=center style='margin-top:3.0pt;margin-right:0in; margin-bottom:3.0pt;margin-left:0in;text-align:center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif"'>$200,000*<o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> <td width="22%" style='width:22.36%;border:none;padding:0in 0in 0in 0in; height:12.85pt'> <p align=center style='margin-top:3.0pt;margin-right:0in; margin-bottom:3.0pt;margin-left:0in;text-align:center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif"'>$195,000*<o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> <tr style='mso-yfti-irow:2;height:22.7pt'> <td width="49%" style='width:49.68%;border:none;padding:0in 0in 0in 0in; height:22.7pt'> <p style='margin-top:3.0pt;margin-right:0in;margin-bottom:3.0pt; margin-left:0in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>Maximum annual contribution to an individual's defined contribution account (plan year ending in stated calendar year) (Section 415(c)(1)(A))<o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> <td width="26%" style='width:26.3%;border:none;padding:0in 0in 0in 0in; height:22.7pt'> <p align=center style='margin-top:3.0pt;margin-right:0in; margin-bottom:3.0pt;margin-left:0in;text-align:center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif"'>$50,000**<o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> <td width="22%" style='width:22.36%;border:none;padding:0in 0in 0in 0in; height:22.7pt'> <p align=center style='margin-top:3.0pt;margin-right:0in; margin-bottom:3.0pt;margin-left:0in;text-align:center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif"'>$49,000**<o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> <tr style='mso-yfti-irow:3;height:32.55pt'> <td width="49%" style='width:49.68%;border:none;padding:0in 0in 0in 0in; height:32.55pt'> <p style='margin-top:3.0pt;margin-right:0in;margin-bottom:3.0pt; margin-left:0in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>Maximum Section 401(k), 403(b) and 457(b) elective deferrals (Section 402(g))<o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> <td width="26%" style='width:26.3%;border:none;padding:0in 0in 0in 0in; height:32.55pt'> <p align=center style='margin-top:3.0pt;margin-right:0in; margin-bottom:3.0pt;margin-left:0in;text-align:center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif"'>$17,000***<o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> <td width="22%" style='width:22.36%;border:none;padding:0in 0in 0in 0in; height:32.55pt'> <p align=center style='margin-top:3.0pt;margin-right:0in; margin-bottom:3.0pt;margin-left:0in;text-align:center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif"'>$16,500***<o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> <tr style='mso-yfti-irow:4;height:22.7pt'> <td width="49%" style='width:49.68%;border:none;padding:0in 0in 0in 0in; height:22.7pt'> <p style='margin-top:3.0pt;margin-right:0in;margin-bottom:3.0pt; margin-left:0in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>Catch-up&nbsp;contribution&nbsp;limit for individuals age 50 and older (Section 313(v)(2)(B)(i))<o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> <td width="26%" style='width:26.3%;border:none;padding:0in 0in 0in 0in; height:22.7pt'> <p align=center style='margin-top:3.0pt;margin-right:0in; margin-bottom:3.0pt;margin-left:0in;text-align:center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif"'>$5,500***<o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> <td width="22%" style='width:22.36%;border:none;padding:0in 0in 0in 0in; height:22.7pt'> <p align=center style='margin-top:3.0pt;margin-right:0in; margin-bottom:3.0pt;margin-left:0in;text-align:center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif"'>$5,500***<o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> <tr style='mso-yfti-irow:5;height:32.55pt'> <td width="49%" style='width:49.68%;border:none;padding:0in 0in 0in 0in; height:32.55pt'> <p style='margin-top:3.0pt;margin-right:0in;margin-bottom:3.0pt; margin-left:0in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>Maximum amount of annual compensation that can be taken into account for determining benefits or contributions under a qualified plan (plan year beginning in stated calendar year) (Sections 401(a)(17), 404(l) and 408(k))<o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> <td width="26%" style='width:26.3%;border:none;padding:0in 0in 0in 0in; height:32.55pt'> <p align=center style='margin-top:3.0pt;margin-right:0in; margin-bottom:3.0pt;margin-left:0in;text-align:center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif"'>$250,000<o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> <td width="22%" style='width:22.36%;border:none;padding:0in 0in 0in 0in; height:32.55pt'> <p align=center style='margin-top:3.0pt;margin-right:0in; margin-bottom:3.0pt;margin-left:0in;text-align:center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif"'>$245,000<o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> <tr style='mso-yfti-irow:6;height:22.7pt'> <td width="49%" style='width:49.68%;border:none;padding:0in 0in 0in 0in; height:22.7pt'> <p style='margin-top:3.0pt;margin-right:0in;margin-bottom:3.0pt; margin-left:0in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>Test to identify highly compensated employees, based on compensation in preceding year (plan year beginning in stated year determines &quot;highly compensated&quot; status for next plan year)&nbsp;(Section 414(q)(1)(B))<o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> <td width="26%" style='width:26.3%;border:none;padding:0in 0in 0in 0in; height:22.7pt'> <p align=center style='margin-top:3.0pt;margin-right:0in; margin-bottom:3.0pt;margin-left:0in;text-align:center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif"'>$115,000<o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> <td width="22%" style='width:22.36%;border:none;padding:0in 0in 0in 0in; height:22.7pt'> <p align=center style='margin-top:3.0pt;margin-right:0in; margin-bottom:3.0pt;margin-left:0in;text-align:center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif"'>$110,000<o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> <tr style='mso-yfti-irow:7;height:12.85pt'> <td width="49%" style='width:49.68%;border:none;padding:0in 0in 0in 0in; height:12.85pt'> <p style='margin-top:3.0pt;margin-right:0in;margin-bottom:3.0pt; margin-left:0in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>Wage Base For Social Security Tax<o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> <td width="26%" style='width:26.3%;border:none;padding:0in 0in 0in 0in; height:12.85pt'> <p align=center style='margin-top:3.0pt;margin-right:0in; margin-bottom:3.0pt;margin-left:0in;text-align:center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif"'>$110,100<o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> <td width="22%" style='width:22.36%;border:none;padding:0in 0in 0in 0in; height:12.85pt'> <p align=center style='margin-top:3.0pt;margin-right:0in; margin-bottom:3.0pt;margin-left:0in;text-align:center;line-height: 115%'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;line-height:115%;font-family:"Verdana","sans-serif"'>$106,800<o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> <tr style='mso-yfti-irow:8;height:12.85pt'> <td width="49%" style='width:49.68%;border:none;padding:0in 0in 0in 0in; height:12.85pt'> <p style='margin-top:3.0pt;margin-right:0in;margin-bottom:3.0pt; margin-left:0in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>Wage Base For Medicare<o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> <td width="26%" style='width:26.3%;border:none;padding:0in 0in 0in 0in; height:12.85pt'> <p align=center style='margin-top:3.0pt;margin-right:0in; margin-bottom:3.0pt;margin-left:0in;text-align:center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif"'>No Limit<o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> <td width="22%" style='width:22.36%;border:none;padding:0in 0in 0in 0in; height:12.85pt'> <p align=center style='margin-top:3.0pt;margin-right:0in; margin-bottom:3.0pt;margin-left:0in;text-align:center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif"'>No Limit<o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> <tr style='mso-yfti-irow:9;height:32.55pt'> <td width="49%" style='width:49.68%;border:none;padding:0in 0in 0in 0in; height:32.55pt'> <p style='margin-top:3.0pt;margin-right:0in;margin-bottom:3.0pt; margin-left:0in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>Amount of compensation to be a &quot;key&quot; employee in a top-heavy plan (Section 416(i)(1)(A)(i))<o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> <td width="26%" style='width:26.3%;border:none;padding:0in 0in 0in 0in; height:32.55pt'> <p align=center style='margin-top:3.0pt;margin-right:0in; margin-bottom:3.0pt;margin-left:0in;text-align:center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif"'>$165,000<o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> <td width="22%" style='width:22.36%;border:none;padding:0in 0in 0in 0in; height:32.55pt'> <p align=center style='margin-top:3.0pt;margin-right:0in; margin-bottom:3.0pt;margin-left:0in;text-align:center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif"'>$160,000<o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> <tr style='mso-yfti-irow:10;height:32.55pt'> <td width="49%" style='width:49.68%;border:none;padding:0in 0in 0in 0in; height:32.55pt'> <p style='margin-top:3.0pt;margin-right:0in;margin-bottom:3.0pt; margin-left:0in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>Maximum Social Security Benefit<br> at Social Security Normal <br> Retirement Age<o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> <td width="26%" style='width:26.3%;border:none;padding:0in 0in 0in 0in; height:32.55pt'> <p align=center style='margin-top:3.0pt;margin-right:0in; margin-bottom:3.0pt;margin-left:0in;text-align:center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif"'>$2,513/month<o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> <td width="22%" style='width:22.36%;border:none;padding:0in 0in 0in 0in; height:32.55pt'> <p align=center style='margin-top:3.0pt;margin-right:0in; margin-bottom:3.0pt;margin-left:0in;text-align:center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif"'>$2,366/month<o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> <tr style='mso-yfti-irow:11;mso-yfti-lastrow:yes;height:32.55pt'> <td width="49%" style='width:49.68%;border:none;padding:0in 0in 0in 0in; height:32.55pt'> <p style='margin-top:3.0pt;margin-right:0in;margin-bottom:3.0pt; margin-left:0in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>Earnings Test - Early Retirement<br> (age 62) (Amounts that Can Be Earned before Benefits Are Cut)<o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> <td width="26%" style='width:26.3%;border:none;padding:0in 0in 0in 0in; height:32.55pt'> <p align=center style='margin-top:3.0pt;margin-right:0in; margin-bottom:3.0pt;margin-left:0in;text-align:center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif"'>$14,640/year<o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> <td width="22%" style='width:22.36%;border:none;padding:0in 0in 0in 0in; height:32.55pt'> <p align=center style='margin-top:3.0pt;margin-right:0in; margin-bottom:3.0pt;margin-left:0in;text-align:center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif"'>$14,160/year<o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> <div> <p class=MsoNormal style='margin-bottom:4.5pt'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'>*There are late-retirement adjustments for benefits starting&nbsp;after age 65.&nbsp; </span></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;color:black'><o:p></o:p></span></span></p> </div> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <p style='margin:0in; margin-top: 0; margin-bottom: .0001pt;'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>**&quot;Catch-up&quot; contributions do not count against this limit.&nbsp;&nbsp;&nbsp;</span></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt; color:black'><o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>***These limitations apply to individuals on a tax year basis (generally, calendar year).&nbsp; </span></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt; color:black'><o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;color:black'>&nbsp;&nbsp;<o:p></o:p></span></span></p> <p align=right style='margin:0in;margin-bottom:.0001pt;text-align: right'><span face=Verdana><span style='mso-bookmark:_MailOriginal'></span><a href="#Top" shape=rect><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:black'>Back to Top</span></b></span><span style='mso-bookmark: _MailOriginal'></span></a></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt;color:black'><o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;color:black'>&nbsp;<o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <p class=MsoNormal style="margin-top: 0; margin-bottom: 0;"><span style='mso-bookmark:_MailOriginal'><a name=LETTER.BLOCK31></a><span style='display:none;mso-hide:all'><o:p>&nbsp;</o:p></span></span></p> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;background: #DBE8F4;mso-yfti-tbllook:1184;mso-padding-alt:3.75pt 3.75pt 3.75pt 3.75pt' id="content_LETTER.BLOCK31"> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;mso-yfti-lastrow: yes'> <td valign=top style='padding:3.75pt 3.75pt 3.75pt 3.75pt'> <p align=center style='margin-top:0in;margin-right:0in;margin-bottom: 0in;margin-left:22.5pt;margin-bottom:.0001pt;text-align:center'><span style='mso-bookmark:_MailOriginal'><strong><span style='font-family: "Verdana","sans-serif";color:#405B81'>DOL Issues Interim Guidance on Electronic Delivery of Disclosures </span></strong></span><span style='mso-bookmark:_MailOriginal'><span style='font-family:"Verdana","sans-serif"; color:#405B81'><o:p></o:p></span></span></p> <p align=center style='margin:0in;margin-bottom:.0001pt;text-align: center'><span style='mso-bookmark:_MailOriginal'><strong><span style='font-family:"Verdana","sans-serif";color:#405B81'>for Participant-Directed Plans</span></strong></span><span style='mso-bookmark:_MailOriginal'><span style='font-family:"Verdana","sans-serif"; color:#405B81'><o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <p class=MsoNormal style="margin-top: 0; margin-bottom: 0;"><span style='mso-bookmark:_MailOriginal'><a name=LETTER.BLOCK36></a><span style='display:none;mso-hide:all'><o:p>&nbsp;</o:p></span></span></p> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;background: white;mso-yfti-tbllook:1184;mso-padding-alt:3.75pt 3.75pt 3.75pt 3.75pt; display:table' id="content_LETTER.BLOCK36"> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;mso-yfti-lastrow: yes'> <td valign=top style='padding:3.75pt 3.75pt 3.75pt 3.75pt'> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>The U.S. Department of Labor (&quot;DOL&quot;) recently issued Technical Release 2011-03 (&quot;TR 2011-03&quot;) regarding the use of electronic media to satisfy the new participant disclosure requirements under DOL Regulation §2550.404a-5. Although temporary, TR 2011-03 provides plan administrators with interim guidance on acceptable methods for electronically distributing the first round of participant disclosures, which are required as early as May 31, 2012. Plan administrators who satisfy all of the conditions of TR 2011-03 will not be subject to DOL enforcement actions should conflicting guidance be subsequently issued.&nbsp;&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><strong><span style='font-size:10.0pt;font-family: "Verdana","sans-serif";color:black'>&nbsp;</span></strong></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><strong><span style='font-size:10.0pt;font-family: "Verdana","sans-serif";color:black'>Background</span></strong></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'><o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>On October 20, 2010, the DOL issued Reg. §2550.404a-5 (the &quot;Regulation&quot;), which requires plan administrators to make significant new disclosures to participants in participant-directed individual account plans. The Regulation permits certain disclosures, such as plan fees and expenses, to be made in retirement plan benefit statements, while requiring other disclosures, such as investment information, to be made separately. However, the Regulation does not specify whether any of the disclosures can be made electronically. <o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>In consideration of the rapidly approaching compliance date of May 31, 2012, the DOL issued TR 2011-03 to provide plan administrators with temporary guidance on using electronic media to furnish the required disclosures. The interim guidance provides two methods for electronically distributing the required disclosures to participants, one of which applies to disclosures that may be included in retirement plan benefit statements, and the other of which applies to disclosures that must be provided separately.<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><strong><span style='font-size:10.0pt;font-family: "Verdana","sans-serif";color:black'>Disclosures Included in&nbsp;Retirement Benefit Statements </span></strong></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'><o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>Under TR 2011-03, participant disclosures that may be included in retirement plan benefit statements can be distributed electronically in the same manner as retirement plan benefit statements. The DOL previously explained the requirements for electronically distributing retirement plan benefit statements in Field Assistance Bulletin 2006-03, and that guidance is reaffirmed in TR 2011-03. In particular, TR 2011-03 provides that retirement plan benefit statements, and the disclosures permitted to be included in those statements, may be furnished in accordance with:&nbsp;&nbsp;<o:p></o:p></span></span></p> <ul type=disc> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l11 level1 lfo4; tab-stops:list .5in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>the existing DOL safe harbor regulations for electronic delivery;<o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l11 level1 lfo4; tab-stops:list .5in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>the Internal Revenue Service (&quot;IRS&quot;) regulations governing electronic delivery; or<o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l11 level1 lfo4; tab-stops:list .5in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>the procedure described in Field Assistance Bulletin 2006-03.<em><span style='font-family:"Verdana","sans-serif"'>&nbsp;</span></em></span></span><span style='mso-bookmark:_MailOriginal'><em><span style='font-size: 10.0pt;font-family:"Verdana","sans-serif";mso-bidi-font-family: Verdana'>ÿþ</span></em></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'><o:p></o:p></span></span></li> </ul> <p style='margin:0in; margin-bottom: .0001pt;'><span style='mso-bookmark: _MailOriginal'><em><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>DOL Safe Harbor for Electronic Delivery</span></em></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'><o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>The DOL's electronic disclosure safe harbor regulations apply to participants who have access to the employer's electronic information system (<em><span style='font-family:"Verdana","sans-serif"'>e.g</span></em>., the employer's intranet or e-mail system) as part of their day-to-day job. Under the DOL's safe harbor, participants that fall within this category are not required to consent to receiving disclosures electronically. However, such participants must receive an affirmative communication from the plan administrator explaining the significance of the electronic disclosure and informing them of the right to receive a paper copy of the disclosure, free of charge. <o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>The DOL safe harbor also applies to participants who do not have access to the employer's electronic information system as part of their day-to-day job but consent to receiving the disclosures electronically. However, in order for the safe harbor to apply to these participants, the following conditions must be met:&nbsp;<o:p></o:p></span></span></p> <ul type=disc> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l2 level1 lfo5;tab-stops: list .5in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>the participant must affirmatively consent to receiving the disclosures through electronic media;<o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l2 level1 lfo5;tab-stops: list .5in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>the participant's consent must be provided electronically, in a manner that reasonably demonstrates their ability to access disclosures in electronic form; and<o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l2 level1 lfo5;tab-stops: list .5in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>if a change in the hardware or software required to access and retain electronic disclosures creates a material risk that participants will be unable to access electronic disclosures, participants must receive notice of the revised hardware or software requirements and again consent to receive disclosures through electronic media.&nbsp;<o:p></o:p></span></span></li> </ul> <p style='margin:0in; margin-bottom: .0001pt;'><span style='mso-bookmark: _MailOriginal'><em><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>IRS Regulations Governing Electronic Delivery</span></em></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'><o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>The IRS regulations require that electronic disclosures be distributed in a manner that provides participants with reasonable access and that the electronically-provided information must be no less understandable than the paper version. Participants must affirmatively consent to receiving the disclosures electronically, unless they are effectively able to access the medium used to provide the disclosure. In addition, participants must be:<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <ul type=disc> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l8 level1 lfo6;tab-stops: list .5in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>notified of the significance of the disclosures being provided electronically;<o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l8 level1 lfo6;tab-stops: list .5in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>provided with instructions to access the disclosure, including any hardware or software requirements; and<o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l8 level1 lfo6;tab-stops: list .5in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>informed of the right to receive the disclosure in paper form, free of charge.&nbsp;<o:p></o:p></span></span></li> </ul> <p style='margin:0in; margin-bottom: .0001pt;'><span style='mso-bookmark: _MailOriginal'><em><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>Field Assistance Bulletin 2006-03</span></em></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'><o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>Under Field Assistance Bulletin 2006-03 (&quot;FAB 2006-03&quot;), if a plan provides participants with continuous access to benefit statement information through a secure website, the DOL will view the provision of such access as good faith compliance with the requirement to furnish retirement plan benefit statements, provided that:&nbsp;&nbsp;<o:p></o:p></span></span></p> <ul type=disc> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l0 level1 lfo7;tab-stops: list .5in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>participants are furnished with a notice explaining the availability of the required retirement plan benefit statement information and how such information can be accessed;<o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l0 level1 lfo7;tab-stops: list .5in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>the notice informs participants of their right to request and obtain a paper copy of the retirement plan benefit statement, free of charge; and<o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l0 level1 lfo7;tab-stops: list .5in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>the notice is written in a manner calculated to be understood by the average plan participant and furnished both in advance of the date that a plan is required to furnish the first retirement plan benefit statement and annually thereafter.&nbsp;&nbsp;<o:p></o:p></span></span></li> </ul> <p style='margin:0in; margin-bottom: .0001pt;'><span style='mso-bookmark: _MailOriginal'><strong><span style='font-size:10.0pt;font-family: "Verdana","sans-serif";color:black'>Disclosures Not Included in&nbsp;Retirement Plan&nbsp;Benefit Statements </span></strong></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'><o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>According to TR 2011-03, plan administrators may not rely on FAB 2006-03 to furnish disclosures that are required to be made separately from the retirement plan benefit statement. Instead, plan administrators must furnish these disclosures electronically in accordance with either the DOL safe harbor (as described above) or the temporary guidance provided in TR 2011-03. <o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>In order to rely on the temporary guidance, plan administrators must satisfy the following six (6) conditions: <o:p></o:p></span></span></p> <ul type=disc> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l5 level1 lfo8;tab-stops: list .5in'><span style='mso-bookmark:_MailOriginal'><em><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>Voluntary Provision of E-mail Address</span></em></span><span style='mso-bookmark:_MailOriginal'><span style='font-size: 10.0pt;font-family:"Verdana","sans-serif"'>. Participants entitled to receive the disclosures must voluntarily provide the plan administrator with an e-mail address for the purpose of receiving disclosures required by the Regulation. The participant must provide the e-mail address in response to a request accompanied by an initial notice (described below). <o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l5 level1 lfo8;tab-stops: list .5in'><span style='mso-bookmark:_MailOriginal'><em><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>Initial Notice</span></em></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>. The initial notice must be clear and conspicuous, provided contemporaneously and in the same medium as the request for the e-mail address, and: <o:p></o:p></span></span></li> <ul type=circle> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l5 level2 lfo8; tab-stops:list 1.0in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>explain that providing an e-mail address for the receipt of required disclosures is entirely voluntary, and that as a result of providing the e-mail address, the required disclosures will be made electronically;<o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l5 level2 lfo8; tab-stops:list 1.0in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>provide a brief description of the information that will be disclosed electronically and how it can be accessed;<o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l5 level2 lfo8; tab-stops:list 1.0in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>inform participants of their right to request and obtain, free of charge, a paper copy of the disclosures being provided electronically and explain how to exercise that right;<o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l5 level2 lfo8; tab-stops:list 1.0in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>inform participants of their right, at any time, to opt out from receiving the disclosures electronically and explain how to exercise that right; and <o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l5 level2 lfo8; tab-stops:list 1.0in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>explain the procedure for updating e-mail addresses.<o:p></o:p></span></span></li> </ul> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l5 level1 lfo8;tab-stops: list .5in'><span style='mso-bookmark:_MailOriginal'><em><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>Annual Notice</span></em></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>. Beginning the year following the year in which the participant voluntarily provided an e-mail address, and annually thereafter, the plan administrator must provide an annual notice to each such participant. The annual notice must contain the same general information as provided in the initial notice and be provided on paper, unless there is evidence that the participant has interacted electronically with the plan since the prior annual notice was provided. <o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l5 level1 lfo8;tab-stops: list .5in'><span style='mso-bookmark:_MailOriginal'><em><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>Delivery</span></em></span><span style='mso-bookmark:_MailOriginal'><span style='font-size: 10.0pt;font-family:"Verdana","sans-serif"'>. The plan administrator must take appropriate and necessary measures reasonably calculated to ensure that the electronic delivery system results in actual receipt of transmitted information (<em><span style='font-family:"Verdana","sans-serif"'>e.g</span></em>., using return receipt or notice of undeliverable electronic mail features or conducting periodic reviews to confirm receipt of transmitted information). <o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l5 level1 lfo8;tab-stops: list .5in'><span style='mso-bookmark:_MailOriginal'><em><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>Confidentiality</span></em></span><span style='mso-bookmark:_MailOriginal'><span style='font-size: 10.0pt;font-family:"Verdana","sans-serif"'>. The plan administrator must take appropriate and necessary measures reasonably calculated to ensure that the electronic delivery system protects the confidentiality of personal information.<o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l5 level1 lfo8;tab-stops: list .5in'><span style='mso-bookmark:_MailOriginal'><em><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>Calculated to be Understood</span></em></span><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>. Notices furnished to participants must be written in a manner calculated to be understood by the average plan participant.&nbsp;&nbsp;&nbsp;<o:p></o:p></span></span></li> </ul> <p style='margin:0in; margin-bottom: .0001pt;'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>Additionally, TR 2011-03 provides a special transition rule for participants whose e-mail addresses are already on file with plan administrators. The transition rule eliminates the requirement that plan administrators request these participants' e-mail addresses. However, the transition rule requires plan administrators to furnish these participants with a notice that, in general, contains the same information required to be provided in the initial notice. Plan administrators must provide this notice to applicable participants no earlier than ninety (90) days nor later than thirty (30) days before the date the initial disclosures required under the Regulation will be provided. <o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>The transition rule notice must be furnished on paper, unless there is evidence that the participant interacted with the plan electronically during the preceding twelve (12) months, in which case such notice may be provided electronically. Additionally, the transition rule does not apply if the employer, plan sponsor or plan administrator assigned an e-mail address to a participant, unless there is evidence that the participant used the e-mail address for plan purposes during the preceding twelve&nbsp;(12) months.&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><strong><span style='font-size:10.0pt;font-family: "Verdana","sans-serif";color:black'>Conclusion</span></strong></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'><o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>The DOL is still reviewing its electronic disclosure rules, and has not indicated when further definitive guidance on the matter will be released. Nonetheless, plan administrators that comply with the requirements in TR 2011-03 will not be subject to DOL enforcement actions in the event that conflicting guidance is subsequently issued.<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>Plan administrators should consider whether to begin requesting participants' e-mail addresses in accordance with TR 2011-03. Additionally, plan administrators may wish to consult with their service providers to determine whether, and to what extent, providing the required disclosures electronically will result in a reduction of plan expenses.&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p align=right style='margin:0in;margin-bottom:.0001pt;text-align: right'><span style='mso-bookmark:_MailOriginal'></span><a href="#Top" shape=rect><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:black'>Back to Top </span></b></span><span style='mso-bookmark: _MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p class=MsoNormal><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; <o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <p class=MsoNormal style="margin-top: 0; margin-bottom: 0;"><span style='mso-bookmark:_MailOriginal'><a name=LETTER.BLOCK22></a><span style='display:none;mso-hide:all'><o:p>&nbsp;</o:p></span></span></p> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;background: #DBE8F4;mso-yfti-tbllook:1184;mso-padding-alt:3.75pt 3.75pt 3.75pt 3.75pt; display:table' id="content_LETTER.BLOCK22"> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;mso-yfti-lastrow: yes'> <td valign=top style='padding:3.75pt 3.75pt 3.75pt 3.75pt'> <p align=center style='margin:0in;margin-bottom:.0001pt;text-align: center'><span style='mso-bookmark:_MailOriginal'><strong><span style='font-family:"Verdana","sans-serif";color:#405B81'>PBGC Provides Premium-Related Relief to Plan Sponsors</span></strong></span><span style='mso-bookmark:_MailOriginal'><span style='font-family:"Verdana","sans-serif"; color:#405B81'>&nbsp;<o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <p class=MsoNormal style="margin-top: 0; margin-bottom: 0;"><span style='mso-bookmark:_MailOriginal'><a name=LETTER.BLOCK23></a><span style='display:none;mso-hide:all'><o:p>&nbsp;</o:p></span></span></p> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;background: white;mso-yfti-tbllook:1184;mso-padding-alt:3.75pt 3.75pt 3.75pt 3.75pt' id="content_LETTER.BLOCK23"> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;mso-yfti-lastrow: yes'> <td valign=top style='padding:3.75pt 3.75pt 3.75pt 3.75pt'> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>The Pension Benefit Guaranty Corporation (&quot;PBGC&quot;) recently released guidance that provides defined benefit plans with relief from certain penalties related to the late payment of premiums and the failure to properly elect the method used to calculate the variable rate premium (&quot;VRP&quot;). According to the PBGC, the relief is part of an ongoing effort to ease regulatory burdens on its customers and in response to the President's Executive Order mandating federal agencies to both improve regulations and the process used to review them.&nbsp;&nbsp;&nbsp;&nbsp; <o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><strong><span style='font-size:10.0pt;font-family: "Verdana","sans-serif";color:black'>Relief from Penalties Related to Late Payment of Premiums </span></strong></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'><o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>In general, when a defined benefit plan sponsor fails to timely remit its annual PBGC premium payment, the PBGC assesses penalties and interest. The PBGC may waive late payment penalties, but not interest, upon a showing of reasonable cause and in other circumstances outlined in the premium payment regulations. <o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>Under the new guidance that applies to plan years beginning after 2010, the PBGC will automatically waive premium payment penalties that are assessed solely because a premium payment was late by no more than seven (7) days. This relief only applies to late payment penalties related to flat-rate and variable rate premiums; it does not apply to late payment interest charges, penalties for failure to timely file required premium information, or penalties for late payment of termination premiums.&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><strong><span style='font-size:10.0pt;font-family: "Verdana","sans-serif";color:black'>Relief from Penalties Related to Alternative Methods Elections</span></strong></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'><o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>For plan years beginning after 2007, PBGC regulations allow a plan to elect to use the alternative premium funding target (&quot;APFT&quot;) method to calculate its VRP. To make this election, a plan must check Box 5 on the &quot;PBGC Comprehensive Premium Filing&quot; (the &quot;Filing&quot;) for the first year to which the election applies. In the absence of such an election, the plan must calculate its VRP using the standard premium funding target (&quot;SPFT&quot;) method. <o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>For the 2008 and 2009 plan years, approximately five (5) percent of plans that used the APFT method to calculate their VRP failed to check Box 5 on the Filing. To provide relief to these plans, the PBGC issued Technical Update 10-2 (&quot;TU 10-2&quot;). Under TU 10-2, a plan that intended to elect to use the APFT method but neglected to check Box 5 on the Filing was deemed to have made a valid election to use the APFT if certain conditions were met.&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><em><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>Premium Penalty Relief for 2008 and 2009 Plan Years </span></em></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'><o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>Plans that did not qualify for relief under TU 10-2 and plans that were denied requests for reconsideration (or such requests were not submitted) were required to amend the applicable Filing and recalculate the VRP using the SPFT method. In some cases, recalculation of the VRP resulted in additional premiums being due. Because these additional premiums were paid after the due date, late payment penalties were assessed. <o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>According to the guidance, for the 2008 and 2009 plan years, the PBGC will waive premium penalties that resulted from the recalculation of the VRP. PBGC will also waive late premium penalties where plans used the SPFT method but inadvertently checked Box 5 on the Filing and were required to recalculate the VRP using the APFT method. <o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>Plans that are eligible for this relief will be notified by the PBGC. Eligible plans that have already paid the late premium penalty will receive a credit in the amount of the late premium penalty, which can be used to offset future premiums. Eligible plans that have not yet amended their 2008 or 2009 Filings and paid the additional premium due will only receive a waiver of the late premium penalty if the applicable Filing is amended and the additional premium is paid within thirty (30) days of the date the plan receives notification from the PBGC.&nbsp;&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><em><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>Relief for Plan Years Beginning After 2009</span></em></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'><o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>For plan years beginning after 2009, the guidance provides relief similar to TU 10-2. Relief is available to plans that: 1) used the APFT method but did not validly elect to do so by checking Box 5 of the Filing, or 2) used the SPFT method but erroneously elected the APFT method by checking Box 5 on the Filing. In either case, the PBGC will determine the VRP based solely on the information reported on line 7d(1) in Part III of the Filing. (Line 7d(1) of the Filing asks plans to identify whether the APFT or SPFT method was used to calculate the VRP.) <o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>In addition, the guidance provides limited relief to plans whose election to use the APFT method was invalid solely because the Filing was submitted late. This relief is available only if the late Filing is not an amendment of a timely Filing in which the plan elected the SPFT method to determine the VRP and the late Filing is submitted by the earlier of ninety (90) days after the due date or thirty (30) days after PBGC provides notice that the Filing is late.&nbsp;&nbsp; <o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>The PBGC will contact plans entitled to this relief to explain the options and actions required to obtain the relief, if any (<em><span style='font-family:"Verdana","sans-serif"'>e.g</span></em>., whether the inconsistent Filing must be amended). Plans that do not qualify for relief under the guidance can seek reconsideration based on the facts and circumstances.&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt;page-break-after:avoid'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Times-New-Roman","serif";color:black'>&nbsp;<o:p></o:p></span></span></p> <p align=right style='margin:0in;margin-bottom:.0001pt;text-align: right'><span style='mso-bookmark:_MailOriginal'></span><a href="#Top" shape=rect><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:black'>Back to Top</span></b></span><span style='mso-bookmark: _MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p class=MsoNormal><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; <o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <p class=MsoNormal style="margin-top: 0; margin-bottom: 0;"><span style='mso-bookmark:_MailOriginal'><a name=LETTER.BLOCK24></a><span style='display:none;mso-hide:all'><o:p>&nbsp;</o:p></span></span></p> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;background: #DBE8F4;mso-yfti-tbllook:1184;mso-padding-alt:3.75pt 3.75pt 3.75pt 3.75pt' id="content_LETTER.BLOCK24"> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;mso-yfti-lastrow: yes'> <td valign=top style='padding:3.75pt 3.75pt 3.75pt 3.75pt'> <p align=center style='margin:0in;margin-bottom:.0001pt;text-align: center'><span style='mso-bookmark:_MailOriginal'><b><span style='font-family:"Verdana","sans-serif";color:#405B81'>New IRS Program Allows Employers to Voluntarily Reclassify Workers as Employees and Receive Partial Tax Relief<o:p></o:p></span></b></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <p class=MsoNormal style="margin-top: 0; margin-bottom: 0;"><span style='mso-bookmark:_MailOriginal'><a name=LETTER.BLOCK60></a><span style='display:none;mso-hide:all'><o:p>&nbsp;</o:p></span></span></p> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;background: white;mso-yfti-tbllook:1184;mso-padding-alt:3.75pt 3.75pt 3.75pt 3.75pt; display:table' id="content_LETTER.BLOCK60"> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;mso-yfti-lastrow: yes'> <td valign=top style='padding:3.75pt 3.75pt 3.75pt 3.75pt'> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>The IRS recently released Announcement 2011-64, which provides guidance concerning a new Voluntary Classification Settlement Program (&quot;VCSP&quot;) that affords partial relief from federal employment taxes for eligible employers who agree to prospectively recharacterize misclassified workers as employees. <o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>The VCSP applies to employers who are currently treating their workers (or a group of workers) as independent contractors or other nonemployees and want to prospectively classify the workers as employees. <o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>To participate in the VCSP, employers must meet certain eligibility requirements, apply to participate in the VCSP, and enter into a closing agreement with the IRS. <o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><strong><span style='font-size:10.0pt;font-family: "Verdana","sans-serif";color:black'>Eligibility Requirements </span></strong></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'><o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>To be eligible to participate in the VCSP, an employer:<o:p></o:p></span></span></p> <ul type=disc> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l14 level1 lfo9; tab-stops:list .5in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>must have consistently treated the workers as nonemployees;<o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l14 level1 lfo9; tab-stops:list .5in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>must have filed all required Forms 1099 for the workers for the three (3)&nbsp;previous years;<o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l14 level1 lfo9; tab-stops:list .5in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>must not be under a current IRS audit; and<o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l14 level1 lfo9; tab-stops:list .5in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>must not currently be under audit concerning the classification of workers by the DOL or by a state government agency.<o:p></o:p></span></span></li> </ul> <p style='margin:0in; margin-bottom: .0001pt;'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>Employers who were previously under audit by the IRS or DOL concerning the classification of the workers will only be eligible to participate in the VCSP if the employer has compiled with the results of that audit. <o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><strong><span style='font-size:10.0pt;font-family: "Verdana","sans-serif";color:black'>Application Process</span></strong></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'><o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>Eligible employers that wish to participate in the VCSP must submit new IRS Form 8952, &quot;Application for Voluntary Classification Settlement Program,&quot; which must be signed by the appropriate representative of the employer. If applicable, the employer should also submit a completed IRS Form 2848, &quot;Power of Attorney,&quot; that identifies its authorized representative. Once the IRS reviews the application and verifies that the employer is eligible to participate in the VCSP, it will contact the employer or its authorized representative to complete the process. <o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><strong><span style='font-size:10.0pt;font-family: "Verdana","sans-serif";color:black'>Closing Agreement</span></strong></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'><o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>Employers whose applications are accepted will enter into a closing agreement with the IRS. In exchange for entering into the closing agreement with the IRS, the employer:<o:p></o:p></span></span></p> <ul type=disc> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l1 level1 lfo10; tab-stops:list .5in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>will only have to pay ten (10) percent&nbsp;of the employment tax liability that may have been due on compensation paid to the workers for the most recent tax year (as determined under the reduced rates of Section 3509 of the Internal Revenue Code (the &quot;Code&quot;));<o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l1 level1 lfo10; tab-stops:list .5in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>will not be liable for any interest and penalties on the employment tax liability;<o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l1 level1 lfo10; tab-stops:list .5in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>will not be subject to an employment tax audit with respect to worker classification for the workers during prior years; and<o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l1 level1 lfo10; tab-stops:list .5in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>will agree to extend the statute of limitations on assessments of employment taxes for three (3)&nbsp;years for the first, second, and third calendar years beginning after the date on which the employer has agreed under the VCSP closing agreement to begin treating workers as employees.<o:p></o:p></span></span></li> </ul> <p style='margin:0in; margin-bottom: .0001pt;'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>Any amount due under the closing agreement is payable simultaneously when the employer enters into the closing agreement with the IRS. <o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><strong><span style='font-size:10.0pt;font-family: "Verdana","sans-serif";color:black'>Conclusion</span></strong></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'><o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>Employers should be aware that participation in the VCSP does not limit the right of other federal and state agencies to bring enforcement actions against the employer for the misclassifications. In fact, an employer's voluntary reclassification of workers under the VCSP could be construed by other government agencies as an admission of prior misclassification. This could have substantial affects on, for example, employee benefit matters. It is unclear whether an employer's participation in the VCSP will create an increased risk of audit by other government agencies. <o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>As a best practice, employers should examine the job responsibilities of their workers to determine whether such workers have been properly classified as independent contractors or employees. Employers that discover worker misclassifications must then assess whether the benefits of participating in the VCSP outweigh the possible risks.&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p align=right style='margin:0in;margin-bottom:.0001pt;text-align: right'><span style='mso-bookmark:_MailOriginal'></span><a href="#Top" shape=rect><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:black'>Back to Top</span></b></span><span style='mso-bookmark: _MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p class=MsoNormal><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;&nbsp;&nbsp;&nbsp; <o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <p class=MsoNormal style="margin-top: 0; margin-bottom: 0;"><span style='mso-bookmark:_MailOriginal'><a name=LETTER.BLOCK26></a><span style='display:none;mso-hide:all'><o:p>&nbsp;</o:p></span></span></p> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;background: #DBE8F4;mso-yfti-tbllook:1184;mso-padding-alt:3.75pt 3.75pt 3.75pt 3.75pt' id="content_LETTER.BLOCK26"> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;mso-yfti-lastrow: yes'> <td valign=top style='padding:3.75pt 3.75pt 3.75pt 3.75pt'> <p align=center style='margin:0in;margin-bottom:.0001pt;text-align: center'><span style='mso-bookmark:_MailOriginal'><strong><span style='font-family:"Verdana","sans-serif";color:#405B81'>II.&nbsp;&nbsp; WELFARE BENEFIT PLANS</span></strong></span><span style='mso-bookmark: _MailOriginal'><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:#4C3F36'><o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <p class=MsoNormal style="margin-top: 0; margin-bottom: 0;"><span style='mso-bookmark:_MailOriginal'><a name=LETTER.BLOCK38></a><span style='display:none;mso-hide:all'><o:p>&nbsp;</o:p></span></span></p> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;background: #DBE8F4;mso-yfti-tbllook:1184;mso-padding-alt:3.75pt 3.75pt 3.75pt 3.75pt' id="content_LETTER.BLOCK38"> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;mso-yfti-lastrow: yes'> <td valign=top style='padding:3.75pt 3.75pt 3.75pt 3.75pt'> <p align=center style='margin:0in;margin-bottom:.0001pt;text-align: center'><span style='mso-bookmark:_MailOriginal'><strong><span style='font-family:"Verdana","sans-serif";color:#405B81'>Supreme Court to Review Constitutionality of PPACA</span></strong></span><span style='mso-bookmark:_MailOriginal'><b><span style='font-family: "Verdana","sans-serif";color:#405B81'>&nbsp;<o:p></o:p></span></b></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <p class=MsoNormal style="margin-top: 0; margin-bottom: 0;"><span style='mso-bookmark:_MailOriginal'><a name=LETTER.BLOCK27></a><span style='display:none;mso-hide:all'><o:p>&nbsp;</o:p></span></span></p> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;background: white;mso-yfti-tbllook:1184;mso-padding-alt:3.75pt 3.75pt 3.75pt 3.75pt; display:table' id="content_LETTER.BLOCK27"> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;mso-yfti-lastrow: yes'> <td valign=top style='padding:3.75pt 3.75pt 3.75pt 3.75pt'> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'><span color="#000000">The Supreme Court recently announced that it will hear arguments on several aspects of the Patient Protection and Affordable Care Act (&quot;PPACA&quot;), including the constitutionality of the individual mandate, which requires most individuals to obtain health insurance or pay a penalty. It is expected that the Court will hear oral arguments on the matter in March 2012 and issue its decision in next June.<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>In particular, the Court granted certiorari to hear appeals from <em><span style='font-family:"Verdana","sans-serif"'>State of Florida v. U.S. Dep't of Health &amp; Human Services</span></em>, in which the Eleventh Circuit Court of Appeals ruled that PPACA's individual mandate exceeds Congress's power to regulate interstate commerce. Although the Eleventh Circuit declared the individual mandate unconstitutional, it also concluded that this provision was severable from the rest of PPACA, saying that no other part of the legislation should be struck down.<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>The central issue that the Supreme Court will decide is whether the PPACA's individual mandate exceeds Congress's authority to regulate commerce amongst the states. The Court has acknowledged that if it finds the individual mandate to be unconstitutional, it will also decide which, if any, of PPACA's other numerous provisions must be invalidated. In doing so, the Court will be required to determine whether Congress intended some or all of the provisions to be effective even without the individual mandate. <o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>The Court also agreed to review the constitutionality of a PPACA provision that essentially requires states to vastly expand Medicaid spending. Opponents of this provision contend that Congress overstepped its constitutional authority by expanding the Medicaid eligibility and coverage thresholds, which states are obligated to adopt in order to continue to receive federal Medicaid funds.<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>However, the Court must first consider whether the Tax Anti-Injunction Act of 1867 (the &quot;Act&quot;) prevents any current challenge to the individual mandate. In particular, the Act bars litigation aimed at restraining the assessment or collection of any tax before such tax is actually paid. If the Court concludes the individual mandate penalties are taxes that are subject to the Act, the earliest date that the individual mandate challenges could proceed would be April 2015, when penalties would first be due under PPACA for failure to comply with the mandate in 2014. <o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>For plan sponsors and administrators, the Court's announcement means that the day-to-day implementation of PPACA will continue in an environment of uncertainty for the next several months. However, there is now hope that the Court will soon issue a definitive decision on the constitutionality of the individual mandate and PPACA.<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><b><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></b></span></p> <p align=right style='margin:0in;margin-bottom:.0001pt;text-align: right'><span face=Verdana><span style='mso-bookmark:_MailOriginal'></span><a href="#Top" shape=rect><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:black'>Back to Top</span></b></span><span style='mso-bookmark: _MailOriginal'></span></a></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:black'><o:p></o:p></span></span></p> <p class=MsoNormal align=center style='text-align:center'><span style='mso-bookmark:_MailOriginal'><strong><span style='font-size: 10.0pt;font-family:"Verdana","sans-serif";color:black'>&nbsp;</span></span></strong></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'><o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <p class=MsoNormal style="margin-top: 0; margin-bottom: 0;"><span style='mso-bookmark:_MailOriginal'><a name=LETTER.BLOCK39></a><span style='display:none;mso-hide:all'><o:p>&nbsp;</o:p></span></span></p> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;background: #DBE8F4;mso-yfti-tbllook:1184;mso-padding-alt:3.75pt 3.75pt 3.75pt 3.75pt' id="content_LETTER.BLOCK39"> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;mso-yfti-lastrow: yes'> <td valign=top style='padding:3.75pt 3.75pt 3.75pt 3.75pt'> <p align=center style='margin:0in;margin-bottom:.0001pt;text-align: center'><span style='mso-bookmark:_MailOriginal'><strong><span style='font-family:"Verdana","sans-serif";color:#405B81'>Agencies Issue Proposed Regulations on PPACA's Uniform Summary of Benefits Coverage</span></strong></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:#4C3F36'><o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <p class=MsoNormal style="margin-top: 0; margin-bottom: 0;"><span style='mso-bookmark:_MailOriginal'><a name=LETTER.BLOCK44></a><span style='display:none;mso-hide:all'><o:p>&nbsp;</o:p></span></span></p> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;background: white;mso-yfti-tbllook:1184;mso-padding-alt:3.75pt 3.75pt 3.75pt 3.75pt; display:table' id="content_LETTER.BLOCK44"> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;mso-yfti-lastrow: yes'> <td valign=top style='padding:3.75pt 3.75pt 3.75pt 3.75pt'> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'><span color="#000000">IRS and the Departments of Labor (&quot;DOL&quot;) and Health and Human Services (&quot;HHS&quot;) recently issued proposed regulations that identify the standards for the uniform explanation of coverage requirement under PPACA.<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>The proposed regulations require both insured and self-funded group health plans (including grandfathered plans) to provide a uniform explanation of benefits and coverage (&quot;Summary of Benefits and Coverage&quot; or &quot;SBC&quot;) to plan participants and beneficiaries, and other individuals eligible to enroll in the plan. Insurers who provide coverage to group health plans are also required to provide SBCs to these individuals as well as to the plan itself. However, individuals need only receive one (1)&nbsp;SBC from either the insurer or group health plan.<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>SBCs must contain standardized information in a uniform format to help individuals understand the key features of a plan and make more informed decisions when selecting coverages. The proposed regulations provide a draft template for the SBC along with model language to be used in completing the template. Specifically, SBCs must provide the following information:<o:p></o:p></span></span></p> <ul type=disc align=left> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l12 level1 lfo11; tab-stops:list .5in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>Uniform definitions (<u>i.e.</u>, a &quot;Uniform Glossary&quot;) of standard insurance and medical terms;<o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l12 level1 lfo11; tab-stops:list .5in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>A description of the coverage, including cost-sharing, for each category of benefits (to be identified in forthcoming guidance);<o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l12 level1 lfo11; tab-stops:list .5in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>A description of the plan's exceptions, reductions, and limitations of coverage;<o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l12 level1 lfo11; tab-stops:list .5in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>The plan's cost-sharing provisions, including deductibles, coinsurance, and copayments;<o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l12 level1 lfo11; tab-stops:list .5in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>The plan's renewability and continuation of coverage provisions;<o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l12 level1 lfo11; tab-stops:list .5in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>Coverage examples that illustrate what proportion of health care expenses the plan would cover under three (3) common benefit scenarios - pregnancy, breast cancer treatment, and diabetes management; <o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l12 level1 lfo11; tab-stops:list .5in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>A statement about whether the plan provides &quot;minimum essential coverage&quot; as defined under PPACA, and, beginning January 1, 2014, whether the plan's share of the total allowed benefit costs meets PPACA's requirements;<o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l12 level1 lfo11; tab-stops:list .5in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>A statement that the SBC is only a summary and that the plan document or policy should be consulted to determine governing provisions;<o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l12 level1 lfo11; tab-stops:list .5in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>Contact information for questions and for obtaining a copy of the plan or policy;<o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l12 level1 lfo11; tab-stops:list .5in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>The Internet address or similar contact information for obtaining a list of network providers if the plan maintains more than one (1)&nbsp;network of providers;<o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l12 level1 lfo11; tab-stops:list .5in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>The Internet address or similar contact information for obtaining information on prescription drug coverage if the plan uses a prescription drug formulary; <o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l12 level1 lfo11; tab-stops:list .5in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>The Internet address for obtaining the Uniform Glossary; and <o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l12 level1 lfo11; tab-stops:list .5in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>Information on premiums for insured coverage or on the cost of coverage for self-funded coverage.&nbsp;<o:p></o:p></span></span></li> </ul> <p style='margin:0in; margin-bottom: .0001pt;'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>When distributing written enrollment materials or when covered individuals renew coverages, plans must also provide SBCs for all coverages for which an individual is eligible to enroll. If a plan does not distribute written enrollment materials, SBCs must be provided no later than the first day the individual is eligible to enroll. For plans that automatically renew coverages, SBCs must be provided no later than thirty&nbsp;(30) days before the first day of the new plan year.<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>Individuals enrolling pursuant to a HIPAA special enrollment must receive the SBC within seven (7)&nbsp;days after the request for enrollment. If a covered individual requests an SBC, plans must provide it as soon as practicable, but no later than seven (7)&nbsp;days after receiving the request.<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>Other SBC requirements: <o:p></o:p></span></span></p> <ul type=disc align=left> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l6 level1 lfo12; tab-stops:list .5in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>Group health plans must provide SBCs free of charge.<o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l6 level1 lfo12; tab-stops:list .5in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>For self-insured group health plans, the plan administrator is solely responsible for providing the SBC. For insured group health plans, the obligation to provide the SBC lies with both the plan administrator and insurer, but only one (1)&nbsp;SBC needs to be sent. <o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l6 level1 lfo12; tab-stops:list .5in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>Group health plans may distribute SBCs electronically if the delivery satisfies the proposed regulations' electronic disclosure requirements.<o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l6 level1 lfo12; tab-stops:list .5in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>Beneficiaries need not receive separate SBCs if they reside at the same address as the plan participant.<o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l6 level1 lfo12; tab-stops:list .5in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>When there are material modifications (including plan improvements) that would impact the information in the most recently distributed SBC, a notice or new SBC explaining the modifications must be distributed at least sixty (60) days before their effective date. <o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l6 level1 lfo12; tab-stops:list .5in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>SBCs must be provided in a &quot;culturally and linguistically appropriate manner.&quot; If at least ten&nbsp;(10) percent of the population in a county are literate only in a particular non-English language (as determined by the U.S. Census Bureau), then each SBC sent to a recipient with an address in that county must contain a statement in that non-English language informing the recipient of the availability of language services provided by the plan. <o:p></o:p></span></span></li> </ul> <p style='margin:0in; margin-bottom: .0001pt;'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>Final regulations are supposed to be effective March 23, 2012. Nevertheless, the proposed regulations request comments on the feasibility of this effective date, so it appears that the effective date is subject to change.&nbsp;<o:p></o:p></span></span></p> <p align=right style='margin:0in;margin-bottom:.0001pt;text-align: right'><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p align=right style='margin:0in;margin-bottom:.0001pt;text-align: right'><span face=Verdana><span style='mso-bookmark:_MailOriginal'></span><a href="#Top" shape=rect><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:black'>Back to Top</span></b></span><span style='mso-bookmark: _MailOriginal'></span></a></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:black'><o:p></o:p></span></span></p> <p class=MsoNormal align=center style='text-align:center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'>&nbsp;<strong><span style='font-family:"Verdana","sans-serif"'>&nbsp; </span></span></strong><o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <p class=MsoNormal style="margin-top: 0; margin-bottom: 0;"><span style='mso-bookmark:_MailOriginal'><a name=LETTER.BLOCK43></a><span style='display:none;mso-hide:all'><o:p>&nbsp;</o:p></span></span></p> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;background: #DBE8F4;mso-yfti-tbllook:1184;mso-padding-alt:3.75pt 3.75pt 3.75pt 3.75pt' id="content_LETTER.BLOCK43"> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;mso-yfti-lastrow: yes'> <td valign=top style='padding:3.75pt 3.75pt 3.75pt 3.75pt'> <p align=center style='margin:0in;margin-bottom:.0001pt;text-align: center'><span style='mso-bookmark:_MailOriginal'><strong><span style='font-family:"Verdana","sans-serif";color:#405B81'>New Rules on Women's Preventive Care</span></strong></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt; font-family:"Verdana","sans-serif";color:#4C3F36'><o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <p class=MsoNormal style="margin-top: 0; margin-bottom: 0;"><span style='mso-bookmark:_MailOriginal'><a name=LETTER.BLOCK45></a><span style='display:none;mso-hide:all'><o:p>&nbsp;</o:p></span></span></p> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;background: white;mso-yfti-tbllook:1184;mso-padding-alt:3.75pt 3.75pt 3.75pt 3.75pt; display:table' id="content_LETTER.BLOCK45"> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;mso-yfti-lastrow: yes'> <td valign=top style='padding:3.75pt 3.75pt 3.75pt 3.75pt'> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>Under PPACA, group health plans that do not have grandfather protection must cover certain preventive care services with no cost sharing, such as co-pays or deductibles. Preventive care services include well child and well baby care, mammograms, immunizations and other services recommended by the U.S. Preventive Services Task Force, the Advisory Committee on Immunization Practices of the Centers for Disease Control and Prevention, and the Health Resources Services Administration.<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>HHS has recently issued additional guidelines on preventive medical services that are specifically addressed to women and which supplement the existing preventive services that non-grandfathered plans must cover without any cost sharing. <o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>Under the new HHS guidelines, women's preventive services will also include:&nbsp;&nbsp;<o:p></o:p></span></span></p> <ul type=disc align=left> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l13 level1 lfo13; tab-stops:list .5in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>annual &quot;well-woman&quot; visits; <o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l13 level1 lfo13; tab-stops:list .5in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>screening for gestational diabetes in pregnant women between twenty-four&nbsp;(24) and twenty-eight&nbsp;(28) weeks of pregnancy and the first pre-natal visit for high risk women;<o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l13 level1 lfo13; tab-stops:list .5in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>Human Papillomavirus testing for women thirty&nbsp;(30) years and older no more frequently than every three (3)&nbsp;years;<o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l13 level1 lfo13; tab-stops:list .5in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>sexually-transmitted infection counseling;<o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l13 level1 lfo13; tab-stops:list .5in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>annual Human Immunodeficiency Virus (&quot;HIV&quot;) screening and counseling;<o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l13 level1 lfo13; tab-stops:list .5in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>annual screening and counseling for interpersonal and domestic violence;<o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l13 level1 lfo13; tab-stops:list .5in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>breastfeeding support, supplies, and counseling in conjunction with each birth; and<o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l13 level1 lfo13; tab-stops:list .5in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>FDA-approved contraception methods (which can include sterilization and the morning after pill) and contraceptive counseling. Currently, HHS regulations state that the &quot;recommendations do not include abortifacient drugs&quot; (<u>i.e.</u>,&nbsp;drugs that induce abortion).&nbsp;<o:p></o:p></span></span></li> </ul> <p style='margin:0in; margin-bottom: .0001pt;'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>However, the contraceptive coverage requirement can infringe upon the religious freedom of certain organizations that offer health plans. Accordingly, HHS has issued an amendment to the preventive care regulation that gives &quot;religious employers&quot; the option of not covering contraception services. For purposes of the exemption, a religious employer is: 1) a non-profit organization, 2) has the inculcation of religious values as its purpose, 3) primarily employs persons who share its religious beliefs, and 4) primarily serves persons who share its religious beliefs.<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>These rules are effective for plan years beginning on or after August 1, 2012.&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><b><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;&nbsp;<strong><span style='font-family:"Verdana","sans-serif"'>&nbsp;</span></strong><o:p></o:p></span></b></span></p> <p align=right style='margin:0in;margin-bottom:.0001pt;text-align: right'><span face=Verdana><span style='mso-bookmark:_MailOriginal'></span><a href="#Top" shape=rect><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:black'>Back to Top</span></b></span><span style='mso-bookmark: _MailOriginal'></span></a></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:black'><o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <p class=MsoNormal style="margin-top: 0; margin-bottom: 0;"><span style='mso-bookmark:_MailOriginal'><a name=LETTER.BLOCK42></a><span style='display:none;mso-hide:all'><o:p>&nbsp;</o:p></span></span></p> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;background: #DBE8F4;mso-yfti-tbllook:1184;mso-padding-alt:3.75pt 3.75pt 3.75pt 3.75pt' id="content_LETTER.BLOCK42"> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;mso-yfti-lastrow: yes'> <td valign=top style='padding:3.75pt 3.75pt 3.75pt 3.75pt'> <p align=center style='margin:0in;margin-bottom:.0001pt;text-align: center'><span style='mso-bookmark:_MailOriginal'><strong><span style='font-family:"Verdana","sans-serif";color:#405B81'>PPACA's Internal Claims and Appeals and External Review Rules Amended</span></strong></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt; font-family:"Verdana","sans-serif";color:#4C3F36'><o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <p class=MsoNormal style="margin-top: 0; margin-bottom: 0;"><span style='mso-bookmark:_MailOriginal'><a name=LETTER.BLOCK46></a><span style='display:none;mso-hide:all'><o:p>&nbsp;</o:p></span></span></p> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;background: white;mso-yfti-tbllook:1184;mso-padding-alt:3.75pt 3.75pt 3.75pt 3.75pt; display:table' id="content_LETTER.BLOCK46"> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;mso-yfti-lastrow: yes'> <td valign=top style='padding:3.75pt 3.75pt 3.75pt 3.75pt'> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>IRS, DOL and HHS have once again amended the internal and external claims procedures for non-grandfathered plans under PPACA. The amendments were made after the receipt of numerous comments that the current regulations imposed unworkable requirements and provided inadequate timeframes for compliance. <o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>The amendment makes numerous changes to the regulations, including the following:&nbsp;<o:p></o:p></span></span></p> <ul type=disc align=left> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l7 level1 lfo14; tab-stops:list .5in'><span style='mso-bookmark:_MailOriginal'><u><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>Review of Urgent Care Claims</span></u></span><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>. The original regulations required pre-service, urgent care benefit determinations to be made within twenty-four (24) hours. The amendment modifies this rule by requiring urgent care benefit determinations to be made as soon as possible, but not later than seventy-two&nbsp;(72) hours, and obligates plans and insurers to defer to the attending health care provider's decision on whether a claim involves &quot;urgent care.&quot;&nbsp;<o:p></o:p></span></span></li> </ul> <ul type=disc align=left> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l10 level1 lfo15; tab-stops:list .5in'><span style='mso-bookmark:_MailOriginal'><u><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>Provision of Diagnosis and Treatment Codes with Internal Claims Decisions</span></u></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>. The regulations required diagnosis and treatment codes (along with a description of their meanings) to be automatically included with notices of adverse benefit determination. The amendment eliminates this rule and, instead, directs plans and insurers to notify individuals of their right to request such diagnosis and treatment codes.<br> &nbsp;&nbsp;<o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l10 level1 lfo15; tab-stops:list .5in'><span style='mso-bookmark:_MailOriginal'><u><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>&quot;Strict Adherence&quot; to Internal Appeal Rules</span></u></span><span style='mso-bookmark:_MailOriginal'><span style='font-size: 10.0pt;font-family:"Verdana","sans-serif"'>. The regulations provided that a claimant may immediately move to external review (and not be required to exhaust the internal review process) if the plan or insurer failed in any way to follow all of the regulatory requirements for internal review. The amendment eliminates the immediate external review requirement if the failure is:<br> &nbsp;&nbsp;<o:p></o:p></span></span></li> <ul type=circle> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l10 level2 lfo15; tab-stops:list 1.0in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>De minimis;<o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l10 level2 lfo15; tab-stops:list 1.0in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>Non-prejudicial; <o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l10 level2 lfo15; tab-stops:list 1.0in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>Attributable to good cause or matters beyond the plan's control;<o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l10 level2 lfo15; tab-stops:list 1.0in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>In the context of an ongoing good-faith exchange of information; and<o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l10 level2 lfo15; tab-stops:list 1.0in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>Not reflective of a pattern or practice of non-compliance.<br> &nbsp;<o:p></o:p></span></span></li> </ul> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l10 level1 lfo15; tab-stops:list .5in'><span style='mso-bookmark:_MailOriginal'><u><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>Provision of Notices in a Culturally and Linguistically Appropriate Manner</span></u></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>. Under the amendment, a &quot;relevant&quot; notice sent to any participant whose address is in a county where at least ten (10) percent of the population is literate only in the same non-English language must include a one-sentence statement, in the appropriate language, that informs individuals how to obtain language assistance services.<br> &nbsp;<o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l10 level1 lfo15; tab-stops:list .5in'><span style='mso-bookmark:_MailOriginal'><u><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>Scope of External Review Process</span></u></span><span style='mso-bookmark:_MailOriginal'><span style='font-size: 10.0pt;font-family:"Verdana","sans-serif"'>. The regulations provided that any adverse benefit determination may be externally reviewed unless it relates to an individual's failure to meet the plan's eligibility requirements. The amendment modifies this rule by limiting the type of determinations eligible for external review to those involving medical judgment or a rescission in coverage. However, the amendment adds that a determination of whether an individual is entitled to participate in a &quot;reasonable alternative&quot; under a wellness program is also subject to external review.&nbsp;<o:p></o:p></span></span></li> </ul> <p align=right style='margin:0in; text-align: right; margin-bottom: .0001pt;'><span face=Verdana><span style='mso-bookmark:_MailOriginal'></span><a href="#Top" shape=rect><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:black'>Back to Top</span></b></span><span style='mso-bookmark: _MailOriginal'></span></a></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:black'><o:p></o:p></span></span></p> <p class=MsoNormal><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<strong><span style='font-family:"Verdana","sans-serif"'>&nbsp;</span></strong><o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <p class=MsoNormal style="margin-top: 0; margin-bottom: 0;"><span style='mso-bookmark:_MailOriginal'><a name=LETTER.BLOCK40></a><span style='display:none;mso-hide:all'><o:p>&nbsp;</o:p></span></span></p> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;background: #DBE8F4;mso-yfti-tbllook:1184;mso-padding-alt:3.75pt 3.75pt 3.75pt 3.75pt' id="content_LETTER.BLOCK40"> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;mso-yfti-lastrow: yes'> <td valign=top style='padding:3.75pt 3.75pt 3.75pt 3.75pt'> <p align=center style='margin:0in;margin-bottom:.0001pt;text-align: center'><span style='mso-bookmark:_MailOriginal'><strong><span style='font-family:"Verdana","sans-serif";color:#405B81'>HHS Issues Proposed Regulations on PPACA Exchanges' Eligibility and Employer Standards</span></strong></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:#4C3F36'><o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <p class=MsoNormal style="margin-top: 0; margin-bottom: 0;"><span style='mso-bookmark:_MailOriginal'><a name=LETTER.BLOCK53></a><span style='display:none;mso-hide:all'><o:p>&nbsp;</o:p></span></span></p> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;background: white;mso-yfti-tbllook:1184;mso-padding-alt:3.75pt 3.75pt 3.75pt 3.75pt; display:table' id="content_LETTER.BLOCK53"> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;mso-yfti-lastrow: yes'> <td valign=top style='padding:3.75pt 3.75pt 3.75pt 3.75pt'> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'><span face=Verdana>HHS has recently issued proposed regulations that set forth the eligibility standards for enrollment in a qualified health plan (&quot;QHP&quot;) and &quot;insurance affordability programs&quot; (<em><span style='font-family:"Verdana","sans-serif"'>e.g</span></em>., Medicaid, Children's Health Insurance Program, and premium health insurance tax credits) through state-based Exchanges. The proposed regulations also provide the requirements that employers must satisfy to participate in Small Business Health Options Program (&quot;SHOP&quot;) Exchanges.&nbsp;&nbsp; <o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>The Exchanges, which were created under PPACA, are intended to provide competitive marketplaces so individuals and small businesses can directly compare available private health insurance options on the basis of price and quality. The Exchanges will be state-based and are designed to enhance competition within the health insurance market, improve choice of affordable health insurance, and provide small businesses the same purchasing power as large businesses.&nbsp;&nbsp; <o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>Under the proposed regulations, Exchanges are to conduct eligibility determinations for individuals seeking enrollment in their programs. The processes outlined in the proposed regulations aim to make application and enrollment fast, simple, and seamless for individuals while minimizing burdens on states by allowing them to rely on electronic data sources to verify applicant information where possible. Exchanges must also determine an individual's eligibility for premium tax credits. Eligibility for the credits will be based on family income, which must be at least one hundred (100) percent&nbsp;but no more than four hundred (400) percent&nbsp;of the Federal Poverty Level. When an Exchange determines that an individual or family is eligible for premium tax credits, it will notify HHS, which in turn notifies IRS of eligibility. IRS will then make an advance payment directly to the Exchange for the QHP selected by the eligible individual or family.<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>The proposed regulations also provide guidance on the standards that employers must meet to be eligible to participate in SHOP Exchanges. SHOP Exchanges are intended to help small employers enroll their employees in qualified group health insurance plans. Only small employers with less than one hundred (100) employees are considered &quot;qualified employers&quot; who are eligible to participate in SHOP Exchanges. Nonetheless, once an employer is a &quot;qualified employer,&quot; it may continue to participate in SHOP Exchanges even if it ceases to be a small employer because of an increase in the number of employees. According to the proposed regulations, qualified employers participating in SHOP Exchanges are required to:&nbsp;<o:p></o:p></span></span></p> <ul type=disc align=left> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l9 level1 lfo16; tab-stops:list .5in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>provide employees with information about the methods for selecting and enrolling in a QHP via the SHOP;<o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l9 level1 lfo16; tab-stops:list .5in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>notify the SHOP about changes concerning an employee's eligibility to purchase coverage through the employer;<o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l9 level1 lfo16; tab-stops:list .5in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>submit employer contributions to the SHOP; and <o:p></o:p></span></span></li> <li class=MsoNormal style='color:black;mso-margin-top-alt:auto; mso-margin-bottom-alt:auto;mso-list:l9 level1 lfo16; tab-stops:list .5in'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>provide employees hired outside of the initial or annual open enrollment period with a specified period to seek coverage through the SHOP, beginning on the first day of employment.&nbsp;<o:p></o:p></span></span></li> </ul> <p style='margin:0in; margin-bottom: .0001pt;'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>Under&nbsp;PPACA, regular and SHOP Exchanges are to be operational in each state by January 1, 2014. <o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p align=right style='margin:0in;margin-bottom:.0001pt;text-align: right'><span face=Verdana><span style='mso-bookmark:_MailOriginal'></span><a href="#Top" shape=rect><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:black'>Back to Top</span></b></span><span style='mso-bookmark: _MailOriginal'></span></a></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:black'><o:p></o:p></span></span></p> <p align=right style='margin:0in;margin-bottom:.0001pt;text-align: right'><span face=Verdana><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;</span><o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <p class=MsoNormal style="margin-top: 0; margin-bottom: 0;"><span style='mso-bookmark:_MailOriginal'><a name=LETTER.BLOCK52></a><span style='display:none;mso-hide:all'><o:p>&nbsp;</o:p></span></span></p> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;background: #DBE8F4;mso-yfti-tbllook:1184;mso-padding-alt:3.75pt 3.75pt 3.75pt 3.75pt' id="content_LETTER.BLOCK52"> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;mso-yfti-lastrow: yes'> <td valign=top style='padding:3.75pt 3.75pt 3.75pt 3.75pt'> <p align=center style='margin:0in;margin-bottom:.0001pt;text-align: center'><span style='mso-bookmark:_MailOriginal'><strong><span style='font-family:"Verdana","sans-serif";color:#405B81'>HHS Issues Guidance Exempting HRAs from </span></strong></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt; font-family:"Verdana","sans-serif";color:#4C3F36'><o:p></o:p></span></span></p> <p align=center style='margin:0in;margin-bottom:.0001pt;text-align: center'><span style='mso-bookmark:_MailOriginal'><strong><span style='font-family:"Verdana","sans-serif";color:#405B81'>PPACA's Annual Maximum Benefit Rule</span></strong></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt; font-family:"Verdana","sans-serif";color:#4C3F36'><o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <p class=MsoNormal style="margin-top: 0; margin-bottom: 0;"><span style='mso-bookmark:_MailOriginal'><a name=LETTER.BLOCK54></a><span style='display:none;mso-hide:all'><o:p>&nbsp;</o:p></span></span></p> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;background: white;mso-yfti-tbllook:1184;mso-padding-alt:3.75pt 3.75pt 3.75pt 3.75pt; display:table' id="content_LETTER.BLOCK54"> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;mso-yfti-lastrow: yes'> <td valign=top style='padding:3.75pt 3.75pt 3.75pt 3.75pt'> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'><span face=Verdana>HHS recently issued guidance that exempts health reimbursement arrangements (&quot;HRAs&quot;) from PPACA's restriction on annual limits for coverage of essential health benefits. The new guidance builds on an earlier HHS rule that exempts HRAs integrated with group health plans that meet the annual limit requirements.<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>Under PPACA, health plans or insurers offering group or individual coverage generally cannot impose lifetime or annual dollar limits on &quot;essential&quot; health benefits. However, in a transitional rule, grandfathered plans can impose annual limits of $750,000 for plan years beginning before September 23, 2011; $1,250,000 for plan years after September 22, 2011; and $2,000,000 for plan years after September 22, 2012 and before January 1, 2014.<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>HHS previously established a temporary procedure under which group health plans could obtain a one-year waiver from the minimum annual limit, if compliance would cause a significant decrease in access to benefits or a significant increase in premiums. A group health plan that receives such a waiver is required to retain certain records and provide annual notices which inform covered individuals that the plan provides an annual benefit that is less than the PPACA minimum. <o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>HHS' new guidance provides that all HRAs that were in effect before September 23, 2010 are automatically exempted from the annual limits and will not be required to apply for an annual limit waiver. However, to remain exempt from the annual limit requirement, stand-alone HRAs must comply with the record retention and annual notice requirements.<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p align=right style='margin:0in;margin-bottom:.0001pt;text-align: right'><span face=Verdana><span style='mso-bookmark:_MailOriginal'></span><a href="#Top" shape=rect><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:black'>Back to Top</span></b></span><span style='mso-bookmark: _MailOriginal'></span></a></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:black'><o:p></o:p></span></span></p> <p class=MsoNormal align=center style='text-align:center'><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'>&nbsp;</span><o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <p class=MsoNormal style="margin-top: 0; margin-bottom: 0;"><span style='mso-bookmark:_MailOriginal'><a name=LETTER.BLOCK51></a><span style='display:none;mso-hide:all'><o:p>&nbsp;</o:p></span></span></p> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;background: #DBE8F4;mso-yfti-tbllook:1184;mso-padding-alt:3.75pt 3.75pt 3.75pt 3.75pt' id="content_LETTER.BLOCK51"> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;mso-yfti-lastrow: yes'> <td valign=top style='padding:3.75pt 3.75pt 3.75pt 3.75pt'> <p align=center style='margin:0in;margin-bottom:.0001pt;text-align: center'><span style='mso-bookmark:_MailOriginal'><strong><span style='font-family:"Verdana","sans-serif";color:#405B81'>Court Rules Actual Receipt of COBRA Election Notice Not Required</span></strong></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt; font-family:"Verdana","sans-serif";color:#4C3F36'><o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <p class=MsoNormal style="margin-top: 0; margin-bottom: 0;"><span style='mso-bookmark:_MailOriginal'><a name=LETTER.BLOCK55></a><span style='display:none;mso-hide:all'><o:p>&nbsp;</o:p></span></span></p> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;background: white;mso-yfti-tbllook:1184;mso-padding-alt:3.75pt 3.75pt 3.75pt 3.75pt; display:table' id="content_LETTER.BLOCK55"> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;mso-yfti-lastrow: yes'> <td valign=top style='padding:3.75pt 3.75pt 3.75pt 3.75pt'> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'><span face=Verdana>In <em><span style='font-family: "Verdana","sans-serif"'>Hearst v. Progressive Foam Technologies, Inc</span></em>., the Eighth Circuit Court of Appeals recently considered whether an employer must ensure that employees who experience a COBRA &quot;Qualifying Event&quot; must actually receive COBRA election notices. Generally speaking, employers that sponsor group health plans are required to provide notices that explain the COBRA election rights to eligible employees and their dependents who experience a Qualifying Event, within forty-four (44) days after the occurrence of the event. <o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>In <em><span style='font-family:"Verdana","sans-serif"'>Hearst</span></em>, an employee was terminated after failing to return to work from a leave of absence. The employee later sued the employer, claiming that he never received the required COBRA election notice. The lower court dismissed the employee's claim because the employer provided a &quot;mailing manifest&quot; (<u>i.e.</u>, log of daily mailings verified and date-stamped by U.S. Post Office) to show the employee's COBRA election notice was, in fact, mailed.<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>On appeal, the Eighth Circuit determined that the issue presented by <em><span style='font-family:"Verdana","sans-serif"'>Hearst</span></em> was whether the employer sent the notice by means &quot;reasonably calculated&quot; to be received by the employee and not whether the employee actually received the notice. The Eighth Circuit affirmed the lower court's decision, agreeing that the employee's claim of not receiving the COBRA election notice was insufficient to overcome the employer's proof that the notice was mailed. <o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>As a best practice, employers, or their COBRA administrators, should distribute COBRA election notices by using first-class mail, being sure to document such mailings with records that meet a court's evidentiary requirements. In general, courts accept business records and testimony from individuals with first-hand knowledge of the employer's compliance practices as sufficient evidence of mailing.&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p align=right style='margin:0in;margin-bottom:.0001pt;text-align: right'><span face=Verdana><span style='mso-bookmark:_MailOriginal'></span><a href="#Top" shape=rect><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:black'>Back to Top</span></b></span><span style='mso-bookmark: _MailOriginal'></span></a></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:black'><o:p></o:p></span></span></p> <p align=right style='margin:0in;margin-bottom:.0001pt;text-align: right'><span face=Verdana><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;</span><o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <p class=MsoNormal style="margin-top: 0; margin-bottom: 0;"><span style='mso-bookmark:_MailOriginal'><a name=LETTER.BLOCK50></a><span style='display:none;mso-hide:all'><o:p>&nbsp;</o:p></span></span></p> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;background: #DBE8F4;mso-yfti-tbllook:1184;mso-padding-alt:3.75pt 3.75pt 3.75pt 3.75pt' id="content_LETTER.BLOCK50"> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;mso-yfti-lastrow: yes'> <td valign=top style='padding:3.75pt 3.75pt 3.75pt 3.75pt'> <p align=center style='margin:0in;margin-bottom:.0001pt;text-align: center'><span style='mso-bookmark:_MailOriginal'><strong><span style='font-family:"Verdana","sans-serif";color:#405B81'>Enrollment in Medicare Part A Required to Maintain Eligibility for Social Security Benefits</span></strong></span><span style='mso-bookmark: _MailOriginal'><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:#4C3F36'><o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <p class=MsoNormal style="margin-top: 0; margin-bottom: 0;"><span style='mso-bookmark:_MailOriginal'><a name=LETTER.BLOCK56></a><span style='display:none;mso-hide:all'><o:p>&nbsp;</o:p></span></span></p> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;background: white;mso-yfti-tbllook:1184;mso-padding-alt:3.75pt 3.75pt 3.75pt 3.75pt; display:table' id="content_LETTER.BLOCK56"> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;mso-yfti-lastrow: yes'> <td valign=top style='padding:3.75pt 3.75pt 3.75pt 3.75pt'> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'><span face=Verdana>A recent court decision could have significant consequences for older, active employees who wish to collect Social Security benefits while rejecting Medicare Part A benefits so that they can continue to make tax-advantaged contributions (or have their employer make contributions) to a Health Savings Account (&quot;HSA&quot;). &nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>Individuals enrolled in Medicare Part A or B are ineligible to contribute to HSAs. However, individuals receiving Social Security benefits are automatically enrolled in Medicare Part A.<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>An obscure rule contained in the Social Security Administration's &quot;Program Operations Manual System&quot; provides that any individual who opts out of Medicare Part A automatically forfeits all past and future Social Security retirement benefits until Medicare Part A coverage is reinstated. Thus, an older employee who opts out of Medicare Part A in order to maintain eligibility for HSA contributions would also stop receiving Social Security benefits and would be obligated to repay any Social Security benefits already received.<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>In the recent court case <em><span style='font-family: "Verdana","sans-serif"'>Hall v. Sebelius</span></em>, a group of plaintiffs asked a federal District Court judge to declare this rule unconstitutional. The plaintiffs argued that forcing participation in Medicare infringes on a citizen's right to make necessary choices about his or her health care and thereby violates the First, Fourth, Fifth, Ninth and Fourteenth Amendments to the Constitution. In addition, the plaintiffs asserted that applying for Social Security benefits and enrolling in Medicare are voluntary and that the application for each of these programs is not dependent on the application for the other.&nbsp;&nbsp; <o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>In dismissing the case, the federal judge stated that allowing retirees to disenroll from Medicare Part A without forfeiting Social Security retirement benefits would be contrary to Congressional intent, which was to provide <u>mandatory</u> benefits under Medicare Part A for those receiving Social Security retirement benefits. The judge further explained that the government is under no obligation to provide separate enrollment mechanisms for Social Security and Medicare. <o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>To cure the inequity, the Health Care Choices for Seniors Act (the &quot;Act&quot;) has been introduced in Congress. The Act, if implemented, would amend the Social Security Act by allowing Medicare eligible individuals to waive enrollment in Medicare Part A and automatically enroll in a &quot;Medicare Alternative Voucher Program&quot; (the &quot;MAV Program&quot;). Under the MAV Program, individuals would receive a voucher in lieu of Medicare Part A coverage that could be used as a contribution to an HSA or for the payment of premiums under a high deductible health plan. Individuals who enroll in the MAV Program would remain eligible to receive Social Security retirement benefits.<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>Until the Act becomes law, or the court decision is overturned, employees who are receiving Social Security benefits and who are thinking of opting out of Medicare Part A in order to remain eligible to make contributions to an HSA should reconsider. In most cases, the amount of Social Security retirement benefits that an individual would receive will eclipse the tax benefit realized by making tax-deductible contributions to an HSA or advantage of receiving tax exempt employer contributions.<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p align=right style='margin:0in;margin-bottom:.0001pt;text-align: right'><span face=Verdana><span style='mso-bookmark:_MailOriginal'></span><a href="#Top" shape=rect><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:black'>Back to Top</span></b></span><span style='mso-bookmark: _MailOriginal'></span></a></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt;font-family:"Verdana","sans-serif"; color:black'><o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <p class=MsoNormal style="margin-top: 0; margin-bottom: 0;"><span style='mso-bookmark:_MailOriginal'><a name=LETTER.BLOCK49></a><span style='display:none;mso-hide:all'><o:p>&nbsp;</o:p></span></span></p> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;background: #DBE8F4;mso-yfti-tbllook:1184;mso-padding-alt:3.75pt 3.75pt 3.75pt 3.75pt' id="content_LETTER.BLOCK49"> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;mso-yfti-lastrow: yes'> <td valign=top style='padding:3.75pt 3.75pt 3.75pt 3.75pt'> <p align=center style='margin:0in;margin-bottom:.0001pt;text-align: center'><span style='mso-bookmark:_MailOriginal'><strong><span style='font-family:"Verdana","sans-serif";color:#405B81'>III. HUMAN RESOURCES &amp; EMPLOYMENT MATTERS</span></strong></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt; font-family:"Verdana","sans-serif";color:#4C3F36'><o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <p class=MsoNormal style="margin-top: 0; margin-bottom: 0;"><span style='mso-bookmark:_MailOriginal'><a name=LETTER.BLOCK61></a><span style='display:none;mso-hide:all'><o:p>&nbsp;</o:p></span></span></p> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;background: #DBE8F4;mso-yfti-tbllook:1184;mso-padding-alt:3.75pt 3.75pt 3.75pt 3.75pt' id="content_LETTER.BLOCK61"> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;mso-yfti-lastrow: yes'> <td valign=top style='padding:3.75pt 3.75pt 3.75pt 3.75pt'> <p align=center style='margin:0in;margin-bottom:.0001pt;text-align: center'><span style='mso-bookmark:_MailOriginal'><strong><span style='font-family:"Verdana","sans-serif";color:#405B81'>Best Practices Related to Workplace Harassment</span></strong></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt; font-family:"Verdana","sans-serif";color:#4C3F36'><o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <p class=MsoNormal style="margin-top: 0; margin-bottom: 0;"><span style='mso-bookmark:_MailOriginal'><a name=LETTER.BLOCK57></a><span style='display:none;mso-hide:all'><o:p>&nbsp;</o:p></span></span></p> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;background: white;mso-yfti-tbllook:1184;mso-padding-alt:3.75pt 3.75pt 3.75pt 3.75pt; display:table' id="content_LETTER.BLOCK57"> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;mso-yfti-lastrow: yes'> <td valign=top style='padding:3.75pt 3.75pt 3.75pt 3.75pt'> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'><span face=Verdana>Changes in society have had a significant impact on what is considered permissible behavior in the workplace. Nevertheless, employers are legally obligated to maintain a workplace environment free from harassment. To meet this obligation, employers are advised to adopt polices that forbid harassment and communicate such policies to all employees through distribution of an employee manual and training. Employers must respond appropriately to complaints of harassment and take action when required. This article explains the practices employers should follow to avoid potential liability for harassment in the workplace.<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><strong><span style='font-size:10.0pt;font-family: "Verdana","sans-serif";color:black'>Background</span></strong></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'><o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>Most employees are considered &quot;at will&quot; employees and generally have no rights except those specifically created by statute. Federal laws have been enacted to protect employees from harassment in the workplace.<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>Harassment is defined as unwanted or unwelcomed offensive conduct that is severe or pervasive and motivated by one or more of the following categories: 1) gender, 2) race, 3) religion, 4) ethnicity, 5) national origin, 6) age, or 7) disability.&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>It is unrealistic to expect employers to prevent harassment from ever occurring in the workplace. At the same time, public policy compels employers to protect employees from harassment. As a result, courts are challenged in determining when an employer is liable for harassment. Recent decisions by the United States Supreme Court and the appellate courts provide guidance on what is considered harassment and establish the expectations of employers and employees. <o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>Generally, an employer is more likely to be held liable for the actions of its senior management. In situations where an employee harasses another employee of the same level, the employer will usually not be liable unless the employee complained to the employer and no action was taken. <o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>In <em><span style='font-family:"Verdana","sans-serif"'>Faragher v. City of Boca Raton</span></em>, the United States Supreme Court made it clear that employers could avoid liability for harassment by showing that: 1) the employer exercised reasonable care to prevent and promptly correct harassing behavior, and 2) the employee unreasonably failed to take advantage of any preventive or corrective opportunities provided by the employer or to otherwise act to avoid any harm. This is known as the <em><span style='font-family:"Verdana","sans-serif"'>Faragher</span></em> defense. <o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>To satisfy the <em><span style='font-family:"Verdana","sans-serif"'>Faragher</span></em> standard, employers must: 1) adopt and implement company policies that prohibit harassment, 2) train employees on such policies, and 3) establish appropriate procedures for reporting and responding to incidents of harassment. Employers who fail to meet these criteria cannot avail themselves of the <em><span style='font-family:"Verdana","sans-serif"'>Faragher</span></em> defense.<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><strong><span style='font-size:10.0pt;font-family: "Verdana","sans-serif";color:black'>Company Policies and the Employee Manual </span></strong></span><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'><o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>Employers need to establish formal policies governing conduct in the workplace. These policies should address the employer-employee relationship, clearly define the employer's policies, and explain to employees that the employer has a zero-tolerance policy regarding harassment. <o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>The employee manual should set forth these policies and instruct employees on the procedures for reporting incidents of harassment. The manual should also explain that the employer will not retaliate against any employee for reporting incidents of harassment. <o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>Employers must distribute the employee manual and ensure that each employee receives a copy. Many plaintiffs in harassment cases claim they were unaware of a policy or never saw the employee manual. Therefore, employers should have each employee sign and date a receipt acknowledging that the employee: 1) received a copy of the employee manual, 2) read the manual, 3) understood the manual, and 4) had ample opportunity to ask questions about the manual. <o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>Finally, because employee manuals are often updated to reflect changes in the law, each version of the employee manual should state its effective date to prevent confusion over which employee manual an employee received. <o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><strong><span style='font-size:10.0pt;font-family: "Verdana","sans-serif";color:black'>Training</span></strong></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'><o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>By providing training to employees, employers will reduce both potential exposure to litigation and the risk of significant legal expenses to defend a lawsuit. Training should begin with a review of the employee manual to ensure that all employees understand the rules and their responsibilities. Employers should ensure that all employees understand and agree to follow the same terms and conditions. <o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>The next step in training is to deliver the employer's expectations of employees in terms of their work, attitude and interactions. Employees generally are more productive when they know what is expected of them and the consequences if they fail to meet such expectations. <o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>During training, an employer needs to make clear that it will not tolerate any form of inappropriate behavior. Employers should explain the rules governing employee conduct and the consequences for violating such rules, and emphasize that no employee, regardless of title, is exempt from these rules.<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>Employers must be sure that employees understand the procedures for reporting incidents of harassment, including the person to whom incidents of harassment should be reported. <o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>Employers must provide supervisors with specialized training on how to appropriately respond to reports of harassment and recognize unlawful harassment. Supervisors must also be made aware of the relevant privacy laws and that any information learned in connection with a complaint must be kept confidential. Supervisors should also be cognizant that consistent enforcement of the employer's policies and procedures is required. <o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>Finally, employers should retain records of training that reflect the date, location, attendees, provider and copies of any training materials. These records should also confirm that the attendees were present for the entire program. <o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><strong><span style='font-size:10.0pt;font-family: "Verdana","sans-serif";color:black'>Handling Complaints</span></strong></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'><o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><strong><span style='font-size:10.0pt;font-family: "Verdana","sans-serif";color:black'>&nbsp;</span></strong></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'><o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>Employers must be sure they are properly prepared to investigate reports of harassment. The proper response to a harassment complaint will likely allow an employer to avoid costly litigation and workforce disruption. However, if a harassment complaint is mishandled, an employer could face litigation, legal fees, liability, bad publicity and workforce morale issues. <o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>A proper investigation is usually the product of sound preparation by a team that is ready to properly respond to harassment complaints. The team should meet promptly after receipt of a complaint to determine who to interview, what information is needed and whether an outside investigator should be retained.<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>It is essential that employers maintain records of all such investigations. Employers should document each interview and have the interviewee review the record to confirm that it is accurate and that the interviewee had ample opportunity to express himself or herself. In addition, an interviewee should acknowledge, in writing, that he or she voluntarily provided the information absent any threat or duress. Finally, interview records should indicate the date, time and location of the interview and the persons present at such interview.&nbsp;&nbsp; <o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>When conducting investigations, employers must be aware that employees have certain privacy rights. These rights must be balanced with the employer's obligation to maintain a workplace free from discrimination. As a best practice,&nbsp;employers should obtain written consent from employees prior to conducting interviews or investigations.&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>Employees are more likely to file lawsuits against employers claiming defamation and tortious interference with employment if they believe an investigation into their harassment claim was mishandled. Employers can mitigate this risk by developing appropriate policies, carefully conducting investigations, and keeping the information obtained via such investigations confidential.<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><strong><span style='font-size:10.0pt;font-family: "Verdana","sans-serif";color:black'>Conclusion</span></strong></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'><o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><strong><span style='font-size:10.0pt;font-family: "Verdana","sans-serif";color:black'>&nbsp;</span></strong></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'><o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>The goal for any employer should be to maintain a workplace environment that is free from any form of harassment. By crafting, communicating, training and uniformly enforcing policies and procedures concerning workplace conduct, an employer can utilize a &quot;best business practice&quot; approach to reduce its exposure to claims of harassment.<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p align=right style='margin:0in;margin-bottom:.0001pt;text-align: right'><span face=Verdana><span style='mso-bookmark:_MailOriginal'></span><a href="#Top" shape=rect><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>Back to Top</span></b></span><span style='mso-bookmark: _MailOriginal'></span></a></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'><o:p></o:p></span></span></p> <p align=right style='margin:0in;margin-bottom:.0001pt;text-align: right'><span face=Verdana><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;</span><o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <p class=MsoNormal style="margin-top: 0; margin-bottom: 0;"><span style='mso-bookmark:_MailOriginal'><a name=LETTER.BLOCK63></a><span style='display:none;mso-hide:all'><o:p>&nbsp;</o:p></span></span></p> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;background: #DBE8F4;mso-yfti-tbllook:1184;mso-padding-alt:3.75pt 3.75pt 3.75pt 3.75pt' id="content_LETTER.BLOCK63"> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;mso-yfti-lastrow: yes'> <td valign=top style='padding:3.75pt 3.75pt 3.75pt 3.75pt'> <p align=center style='margin:0in;margin-bottom:.0001pt;text-align: center'><span style='mso-bookmark:_MailOriginal'><strong><span style='font-family:"Verdana","sans-serif";color:#405B81'>First Circuit Finds Employer Liable for USERRA Violations</span></strong></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt; font-family:"Verdana","sans-serif";color:#4C3F36'><o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <p class=MsoNormal style="margin-top: 0; margin-bottom: 0;"><span style='mso-bookmark:_MailOriginal'><a name=LETTER.BLOCK69></a><span style='display:none;mso-hide:all'><o:p>&nbsp;</o:p></span></span></p> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;background: white;mso-yfti-tbllook:1184;mso-padding-alt:3.75pt 3.75pt 3.75pt 3.75pt; display:table' id="content_LETTER.BLOCK69"> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;mso-yfti-lastrow: yes'> <td valign=top style='padding:3.75pt 3.75pt 3.75pt 3.75pt'> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'><span face=Verdana>A recent decision by the First Circuit Court of Appeals illustrates how important it is for employers to understand and honor their obligations under the Uniformed Services Employment and Reemployment Rights Act of 1994 (&quot;USERRA&quot;). In <em><span style='font-family:"Verdana","sans-serif"'>Fryer v. A.S.A.P. Fire &amp; Safety Corp., Inc.,</span></em> the court held an employer liable for violating USERRA by failing to reinstate an employee to his pre-deployment position. <o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>Fryer, a member of the National Guard, returned home from a tour of duty in Iraq. Before his deployment to Iraq in 2007, Fryer had worked as a sales representative for A.S.A.P. Fire &amp; Safety Corporation (&quot;ASAP&quot;).&nbsp;&nbsp; While serving in Iraq, Fryer informed ASAP that he would be returning home in 2008 and requested that he be allowed to resume his employment at that time. <o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>When Fryer returned home, ASAP denied his request to return to work and informed him that his pre-service position had been filled. However, ASAP eventually offered Fryer a position as a sprinkler helper. Fryer grudgingly accepted the sprinkler helper position even though sprinkler helpers, unlike sales representatives, made no commissions and had no access to company vehicles or cell phones. Fryer repeatedly complained to ASAP about the violation of his USERRA rights until he was terminated in 2008 for absenteeism.&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; <o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>Fryer proceeded to sue, alleging that ASAP: 1) failed to reemploy him in his pre-service position, 2) discriminated against him because of his military service, and 3) terminated him because of his military service. After hearing the case, the jury found that ASAP willfully violated USERRA and awarded Fryer considerable damages. Because the jury found ASAP's violation of USERRA was willful, the court, pursuant to USERRA, doubled Fryer's back pay damages. ASAP appealed the decision.<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>On appeal, the First Circuit agreed with the jury's determination that ASAP was required to reinstate Fryer upon his return from Iraq. In particular, the First Circuit stated that &quot;USERRA prohibits employers from denying members of the armed service re-employment on the basis of an employee's military service, and it grants members a right to reemployment following an absence necessitated by military service.&quot; <o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>The First Circuit then reviewed the jury's decision that ASAP willfully violated USERRA by terminating Fryer. ASAP asserted that it did not willfully violate USERRA because it had good reason (<u>i.e.</u>, absenteeism) to terminate Fryer for cause. However, the court upheld the jury's willful finding and the lower court's doubling of Fryer's back pay award because the evidence indicated that ASAP's absenteeism excuse was merely a pretext.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; <o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>To avoid exposure to costly litigation and liability, employers should be sure to review and meet their obligations under USERRA, as juries have a tendency towards punishing employers that disrespect returning military members.&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p align=right style='margin:0in;margin-bottom:.0001pt;text-align: right'><span face=Verdana><span style='mso-bookmark:_MailOriginal'></span><a href="#Top" shape=rect><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>Back to Top</span></b></span><span style='mso-bookmark: _MailOriginal'></span></a></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'><o:p></o:p></span></span></p> <p align=right style='margin:0in;margin-bottom:.0001pt;text-align: right'><span face=Verdana><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;</span><o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <p class=MsoNormal style="margin-top: 0; margin-bottom: 0;"><span style='mso-bookmark:_MailOriginal'><a name=LETTER.BLOCK62></a><span style='display:none;mso-hide:all'><o:p>&nbsp;</o:p></span></span></p> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;background: #DBE8F4;mso-yfti-tbllook:1184;mso-padding-alt:3.75pt 3.75pt 3.75pt 3.75pt' id="content_LETTER.BLOCK62"> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;mso-yfti-lastrow: yes'> <td valign=top style='padding:3.75pt 3.75pt 3.75pt 3.75pt'> <p align=center style='margin:0in;margin-bottom:.0001pt;text-align: center'><span style='mso-bookmark:_MailOriginal'><strong><span style='font-family:"Verdana","sans-serif";color:#405B81'>NLRB Extends Implementation Date For Notice-Posting Rule</span></strong></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:8.0pt; font-family:"Verdana","sans-serif";color:#4C3F36'><o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <p class=MsoNormal style="margin-top: 0; margin-bottom: 0;"><span style='mso-bookmark:_MailOriginal'><a name=LETTER.BLOCK70></a><span style='display:none;mso-hide:all'><o:p>&nbsp;</o:p></span></span></p> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;mso-cellspacing:0in;background: white;mso-yfti-tbllook:1184;mso-padding-alt:3.75pt 3.75pt 3.75pt 3.75pt; display:table' id="content_LETTER.BLOCK70"> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;mso-yfti-lastrow: yes'> <td valign=top style='padding:3.75pt 3.75pt 3.75pt 3.75pt'> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'><span face=Verdana>The National Labor Relations Board (&quot;NLRB&quot;) recently extended the implementation date of its notice-posting rule (the &quot;Rule&quot;) from November 14, 2011 to January 31, 2012. According to the NLRB, the extension of the Rule's implementation date is &quot;to allow for enhanced education and outreach to employers, particularly those who operate small and medium sized businesses.&quot; <o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>The Rule requires private-sector employers who are subject to the NLRB's jurisdiction to post an 11 x 17 inch notice that apprises employees of their rights to: 1) form, join, or assist a union, 2) bargain collectively, 3) act together to improve wages and working conditions, or 4) refrain from engaging in such activities.&nbsp; The notice also provides examples of unlawful employer and union conduct, and informs employees how to contact the NLRB with questions or complaints. Employers can obtain the notice from the NLRB's website at: </span></span><a href="http://r20.rs6.net/tn.jsp?llr=nh6bttcab&amp;t=7iob7giab.0.j7sp5kiab.nh6bttcab.2511&amp;ts=S0694&amp;p=http%3A%2F%2Fwww.nlrb.gov%2Fposter" target="_blank" shape=rect><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>www.nlrb.gov/poster</span></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'>. <o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>The NLRB's jurisdiction extends to most private-sector employers who have more than a &quot;slight effect&quot; on interstate commerce. Specifically, the NLRB's jurisdiction reaches retail employers who have a gross annual volume of business of $500,000 or more and non-retail employers who buy or sell $50,000 or more of goods or services out of state annually.&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; <o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>The NLRB has created a Frequently Asked Questions (&quot;FAQ&quot;) webpage that addresses questions regarding the Notice, which can be accessed at: </span></span><a href="http://r20.rs6.net/tn.jsp?llr=nh6bttcab&amp;t=7iob7giab.0.k7sp5kiab.nh6bttcab.2511&amp;ts=S0694&amp;p=https%3A%2F%2Fwww.nlrb.gov%2Ffaq%2Fposter" target="_blank" shape=rect><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"'>https://www.nlrb.gov/faq/poster</span></span><span style='mso-bookmark:_MailOriginal'></span></a><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt; font-family:"Verdana","sans-serif";color:black'>.&nbsp;&nbsp;&nbsp;<o:p></o:p></span></span></p> <p style='margin:0in;margin-bottom:.0001pt'><span style='mso-bookmark: _MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;<o:p></o:p></span></span></p> <p align=right style='margin:0in;margin-bottom:.0001pt;text-align: right'><span face=Verdana><span style='mso-bookmark:_MailOriginal'></span><a href="#Top" shape=rect><span style='mso-bookmark:_MailOriginal'><b><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>Back to Top</span></b></span><span style='mso-bookmark: _MailOriginal'></span></a></span><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'><o:p></o:p></span></span></p> <p align=right style='margin:0in;margin-bottom:.0001pt;text-align: right'><span face=Verdana><span style='mso-bookmark:_MailOriginal'><span style='font-size:10.0pt;font-family:"Verdana","sans-serif"; color:black'>&nbsp;</span><o:p></o:p></span></span></p> </td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> <span style='mso-bookmark:_MailOriginal'></span></td> <span style='mso-bookmark:_MailOriginal'></span> </tr> <tr style='mso-yfti-irow:2;mso-yfti-lastrow:yes'> <td width="100%" valign=top style='width:100.0%;padding:0in 0in 0in 0in'><span style='mso-bookmark:_MailOriginal'></span></td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> <span style='mso-bookmark:_MailOriginal'></span></td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> <span style='mso-bookmark:_MailOriginal'></span></td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> <span style='mso-bookmark:_MailOriginal'></span></td> <span style='mso-bookmark:_MailOriginal'></span> </tr> <tr style='mso-yfti-irow:2;mso-yfti-lastrow:yes;height:7.5pt'> <td width="100%" valign=top style='width:100.0%;padding:1.5pt 1.5pt 1.5pt 1.5pt; height:7.5pt'><span style='mso-bookmark:_MailOriginal'></span></td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> </div> <span style='mso-bookmark:_MailOriginal'></span></td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> </div> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <p class=MsoNormal align=center style='text-align:center; background:white; margin-top: 0; margin-bottom: 0;'><span style='mso-bookmark:_MailOriginal'><span style='display:none;mso-hide:all'><o:p>&nbsp;</o:p></span></span></p> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <div align=center> <table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 style='mso-cellspacing:0in;mso-yfti-tbllook:1184;mso-padding-alt:0in 0in 0in 0in'> <tr style='mso-yfti-irow:0;mso-yfti-firstrow:yes;mso-yfti-lastrow:yes'> <td style='padding:0in 0in 0in 0in'><span style='mso-bookmark:_MailOriginal'></span></td> <span style='mso-bookmark:_MailOriginal'></span> </tr> </table> </div> <p style="margin-top: 0; margin-bottom: 0;">&nbsp;</p> <p class=MsoNormal style="margin-top: 0; margin-bottom: 0;"><span style='mso-bookmark:_MailOriginal'><img border=0 width=1 height=1 id="_x0000_i1033" src="http://r20.rs6.net/on.jsp?llr=nh6bttcab&amp;t=1108332296476.0.1102316631277.2511&amp;ts=S0694&amp;o=http://ui.constantcontact.com/images/p1x1.gif"></span><o:p></o:p></p> </div> </body> </html>