1. 0 Employee Benefits Group Health Insurance – Self-Funded

2. 1 Employee Benefits Our self-funded programs offer employers:  Improved Budget Control  Greater Flexibility  Better Cash Flow The CarePlus Group Health Insurance Self-Funded program offers proven results that help employers increase flexibility, improve cash flow, take advantage of tax savings, and gain greater control of their health plan budgets.

3. 2 Employee Benefits The difference between fully insured and self-funded plans  With a fully insured plan, an employer pays a set premium to the insurance carrier, which then pays the health claims based on the benefits of the policy. The insurance carrier assumes the financial risk, but keeps the reward if claims are less than premiums.  With a self-funded, or self-insured, plan, the employer pays the claims costs directly. To protect against unexpected claims cost, an employer will purchase stop-loss insurance, which kicks in when claims exceed a predetermined amount. In this plan, the employer assumes the financial risk, but reaps the rewards if claims are less than the collected premiums.

4. 3 Employee Benefits How our self-funded solution and strategy benefits an employer  The CarePlus Group Health Insurance Self-Funded program uses integrated health management programs and data analytics to improve the health of employees and their covered dependents, leading to lower claims and cost savings for the employer.  We can help employers evaluate the feasibility, risks, and benefits of moving to a self-funded program, and determine if it’s the right move for their organization.

5. 4 Employee Benefits CarePlus offers a unique integrated suite of self-funded solutions for employers  The choice of carriers for employer medical, dental, vision, ancillary plans, and retirement plan services  Greater budget control, reduced carrier risk, lower claims costs, possible tax savings  Integrated health management and wellness programs with employee rewards for healthy activities and outcomes  Mobile health employee engagement and communications – anywhere, anytime – by smartphones, tablets, and laptop or desktop computers  Benefits administration and online enrollment technology Through thoughtful benefit plan review and redesign, defined contribution strategies, improved employee decision-support tools and communications, and expanded employee benefit choices, employers can successfully manage their budgets.

6. 5 Employee Benefits Employers structure a plan to focus on their key interests and objectives  Significant savings can be achieved in an employer’s plan design without reducing the quality of coverage. Value-based Rx Design High-quality Hospitals Business Procedures Move to Lower Cost Plans Health as Primary Goal When employees are in full compliance with their treatment plan for managing an ongoing condition like diabetes, high blood pressure, or high cholesterol, their cost for Rx is reduced. High-cost procedures will be covered at a higher percentage if members use preferred centers of excellence for treatment. Allowable amounts will be set for major procedures and the member will be engaged in confirming costs at or below the allowable level amount at the facility chosen for the procedure. Offering non- capitated, consumer-driven, lower-cost health plans allows low users premium savings and additional benefits from lower utilization. Reducing claims through an incentive management program rewards employees’ wellness activities and health improvement behaviors.

7. 6 Employee Benefits CarePlus Group Health Insurance Self-Funded enrollees are more engaged and their expenses are reduced Increasing employee engagement with their health and wellness program delivers even more results to employers and employees: –Medical claims are reduced through fewer medical services and improved outcomes –Engaged members improve their health and achieve better results –Increased productivity and reduced absenteeism and presenteeism –Reduced disability, workers’ compensation, and safety claims –A health benefits program that supports employee recruitment and retention strategies CarePlus Enrollee Engagement (%) Source: CarePlus 3-year average, 2013-2015 Market norms from Anthem book of business 3-year average trends, 2013-2015

8. 7 Employee Benefits Employee costs for coverage improve as their plan selections improve With CarePlus plan designs, employees often see their monthly premium contributions reduced. With multiple plan designs to choose from, every employee can find the right coverage to meet their specific needs and budget. Employee Contributions Employee contributions decreased and take-home pay increased Source: CarePlus book of business trends, 2008-2015

9. 8 Employee Benefits Insurance products are offered by BB&T Insurance Services, Inc., a subsidiary of BB&T Insurance Holdings, Inc. CarePlus is a brand of F.B.P. Insurance Services, LLC, CA license #0747466. BB&T Insurance Services, Inc., CA license #0C64544. BB&T Insurance Services of California, Inc. CA License #0619252. Precept Insurance Solutions, LLC, CA license #0747466. McGriff, Seibels & Williams, Inc., CA license #0E83682. © 2016, Branch Banking and Trust Company. All rights reserved. Insurance.BBT.com.