© NYSE Euronext. All Rights Reserved. Total Health Management at NYSE Euronext Presented by: Maria Berikakis

2 Our Business Case On the path to doubling our healthcare expenses within 5 years – Needed to make changes 2009 – Made changes to our medical plan design and implemented a health management program to control company costs Engage employees to assume greater role in managing their healthcare while also helping to manage their costs Provide employees with the necessary resources to help them Partnered with Nationwide Better Health in January 2009 In our second year, too soon to tell the return on investment

3 The Healthcare Continuum *Star indicates change

4 NYSE Our Wellness Program Claims Data Vendor Integration Online Resources Telephonic Coaching Condition Mgmt Lifestyle Mgmt Health Risk Assessment EAP Onsite Clinic Disability Carrier Medical Carrier Components of our Wellness Program

5 Our Programs Lifestyle Management Nutrition Tobacco Cessation Weight Management Stress Management Physical Inactivity Condition / Disease Management Cancer Diabetes Maternity High Cholesterol High Blood Pressure Asthma Congestive Heart Failure

6 Our Evolving Program Year Free biometric screenings during Open Enrollment period Employees who complete Health Check = $20 monthly reduced medical premium Enrollment in a Lifestyle Management or Condition Management program = $100 incentive Completion of a program = $200 incentive Limit of one set of incentives per year Year 2 – 2010 Employees who complete Health Check = $20 monthly reduced medical premium Employees covering their spouse /domestic partner – BOTH MUST complete the Health Check = $40 monthly reduced medical premium All employees must complete Tobacco Usage Affidavit Enrollment in a Lifestyle Management or Condition Management program = $100 incentive Completion of a program = $200 incentive Tobacco users pay $20 monthly surcharge on their medical premiums If enrolled and complete Tobacco Cessation Program, surcharges will be reimbursed Limit of one set of incentives per year **Employees MUST take Health Check ANNUALLY**

7 Employee Experience – Roll out of Wellness Program: Major concerns around privacy Felt NYSE was playing the role of “Big Brother” Felt that the wellness program was the “gate keeper” to access their medical coverage – Incentives: Quick to enroll in programs to receive the incentives Commented that great incentives were chosen to get employees motivated – Tobacco Surcharge/Affidavit: Heard a lot of noise. Tobacco users felt targeted s to the CEO –”What about the overweight people?” Some employees felt that this was a good idea Self-report - No enforcement – Honesty Method

8 Our Success Story

9 Our Future – What’s Next for 2011? Ongoing Return on Investment (ROI) review Explore Activity vs. Outcome based initiatives Focus on Weight Management Free Biometric Screenings via our Clinic Modify program design to increase program participation Expand wellness programs to European offices