1. Enroll exclusively online at www.HealthyatTenet.com.

2. 2011 Benefits—If You Remember Only Five Things
Almost everybody will spend less through the Health & Savings Plan (formerly HDHP) than under any other option. You’ll receive an additional contribution if you choose it in 2011.
The Health Savings Account—funded by Tenet and you—can be used now, next year, OR for retiree medical coverage.
Use Tenet facilities whenever available!
Nothing is more important than your health and wellness. Use the preventive benefits!
Tenet spends FOUR times the amount you do to provide YOUR benefits.
Annual Enrollment – November

4. Health and Welfare Benefits
Pre-tax benefits
Medical Rx
Health Savings Account
Wellness
Pre-tax benefits (other)
Dental
Vision
Spending Accounts
After-tax benefits
Disability
Basic & Supplemental Life
Basic & Supplemental AD&D
Long-Term Care
Hyatt Legal Plan 4

5. NEW! United Healthcare Network!
Expanded Network & Minimal Disruption – Almost nobody will have to change doctors
“Transition of Care” may be available if your physician is out of network
Continue to receive services for specified medical and behavioral conditions
For a defined period of time
With out-of-network health care professionals at network rates
You must apply for Transition of Care at enrollment, or no later than January 30, 2011. 5

6. 2011 Medical Plans EPO PPO All three plans: Health & Savings Plan
Exclusive Provider Organization
Highest premium (regardless of usage)
No Deductible
Co-pays ($)
Unlimited Co-pays
PPO
Preferred Provider Organization
Lower Premiums
Moderate deductible
Coinsurance (%)
Out of pocket max - $4,000 to $12,000
Health & Savings Plan
High Deductible Health Plan
Lowest Premiums
Highest deductible
Health Savings Account eligible
Steerage to Tenet facilities
Out of pocket max - $5,200 to $10,400
All three plans:
Have the same physician network
Cover the same procedures
Require the same pre-authorization
“More expensive doesn’t equate to better care” 6 6

7. 2011 Employee Contributions7

8.   $ save $ Health – How does it work?
Traditional Health Plans (PPO, EPO):
Health & Savings Plan:
Balances savings and insurance-style coverage
Emphasize insurance-style coverage
You 
Medical Plan
You pay smaller monthly premiums
HSA
You save money in an HSA
Care Providers
Plan pays part of cost when you need care
You can use HSA for your share of qualified medical expenses
$ save $
You 
Medical Plan
You pay larger monthly premiums
Care Providers
Plan pays most of cost when you need care
You pay a smaller amount when you need care

9. Why is this plan the best?
Health & Savings Plan
HDHP and HSA = The Health & Savings Plan
Why is this plan the best?
What’s the same compared to other Tenet Plans?
Comprehensive coverage for health care services
Full coverage for preventive services
Highest coverage when using a Tenet facility
Financial protection from catastrophic illness or injury
Tenet pays a significant share of the cost
What’s different?
How you pay for coverage
Premium costs are different
Deductible and co-pay/coinsurance amounts are different
Health & Savings Plan includes a savings component
For Tenet provides an HIGHER annual contribution to your HSA of $950 employee only, $1,900 family
Wellness Incentives are higher on the HSP

10. EXAMPLE: Family Coverage in Health & Savings Plan
ACCOUNT
Employee
Contributions
Up to $6,150 per year
(Includes
$1,900-$2,400
HSA
funded by
Tenet)
PLAN PAYS 100% OF COVERED CHARGES after you reach your annual out-of-pocket maximum
PREVENTIVE CARE
Many services covered at 100% without co-payment or using HSA
YOUR COINSURANCE
10%-50% (In-Network)
60% (Out-of-Network)
ANNUAL OUT-OF-POCKET MAXIMUM
$10,400 (In-Network)
Your share of the out-of-pocket maximum = $8,000 2
ANNUAL DEDUCTIBLE
$2,400 (Family) 1

11. Medical: 2011 HSP w/HSA Pay for expenses Now OR Save to Pay For Retiree Medical
Health Savings Account (HSA) advantages
Tenet contributes to your account
Earn 2010 Wellness incentive $250 employee & $250 spouse
Carry over remaining money year to year
Money in your HSA is yours to keep
Earnings on your account grow tax-free*
Eligible distributions are never taxed.
You may contribute through pre-tax deductions*
Up to $3,050 for employee-only coverage
Up to $6,150 for coverage that includes dependents
Catch-up contributions if age 55 or older (maximum) – add $1,000 to above
*State taxes may or may not apply. See your tax advisor for more information on the state tax implications on HSAs.

12. Medical: 2011 HSP w/HSA Health & Savings Plan (HSP) considerations
Certain preventive coverage paid entirely by plan
Not subject to the deductible
Certain preventive prescriptions not subject to the deductible
For other services, must meet deductible before plan begins paying
$1,200 individual, OR
$2,400 family
Non-preventive Rx is applied to the deductible
This is your Retiree Medical Benefit!!! 12 12

13. Potential Health Savings Account Growth
Hypothetical Annual Account Contribution
$1,000
$2,000
$3,000
After 1 year
$1,020
$2,040
$3,085
After 5 years
$5,562
$11,621
$17,741
After 10 years
$13,236
$27,886
$42,624
After 20 years
$39,093
$82,696
$126,471
Account growth
Hypothetical example assumes annual contribution amounts as stated above made on Jan. 1 each year until 1, 5, 10 and 20 year periods. Assumes tax-deferred you receive 2% investment growth on funds in the default account and that once the balance in this account reaches $2,500, excess funds will earn 7%. Assumes compounding in an HSA. Final balances prior to any eligible medical expenses and taxes may be due on distribution. Actual returns will be based on actual returns within the HSA.
Source - Fidelity

14. Deductible covered in 2011 Employee Only Deductible
HSA Seed
*Wellness Opportunity
Remaining Deductible
Sign-on
Ongoing
2011
$1,200
$450
$500
$250
$0- $250
Family
Deductible
HSA Seed
*Wellness Opportunity
Remaining Deductible
Sign-on
Ongoing
2011
$2,400
$900
$1,000
$500
$0 - $500
*2010 Wellness incentive opportunity; funded to HSA in January 2011

15. What is the 2011 employee financial model?
Plan
Employee Only
Employee and Family
HSP with HSA
$950
$1,900
$800 PPO $0
EPO
Employer Contributions to the HSA* (A)
Plan
Employee Only
Employee and Family
HSP with HSA
$321
$1,626
$800 PPO
$488
$2,414
EPO
$1,333
$6,746
Employee Premiums (B)
Average Employee Out of Pocket Expenses (C)
Plan
Employee Only
Employee and Family
HSP with HSA
$750
$1,200
$800 PPO
$900
$1,600
EPO
$400
Average Employee Net Cost (B) +(C) – (A)
Plan
Employee Only
Employee and Family
HSP with HSA
$121
$926
$800 PPO
$1,388
$4,014
EPO
$1,733
$7,946
* Doesn’t include added value of wellness incentive
$7K savings 15

16. 2011 Wellness Incentives Wellness Incentives – 2011 Plan Health Plan
Participation Level – Wellness Credits
Health Plan
HSP
Other (including opt-out)
Employee
Spouse(1)
Bronze – 50 (a)
$150
$100
$50
Silver – 100
$250
$200
Gold – 150 (b)
$350
Platinum - 200
$450
$300
Incentive Type
Contribution to HSA
Taxable cash
(a) Health Assessment required to achieve bronze level and above
(b) Annual physical required to earn gold level and above
(1) Only spouses that are covered under one of Tenet’s medical plans are eligible to receive the wellness incentive.
Note: 2011 incentives are earned in 2011 and paid/funded in The wellness program and incentives are reviewed and updated annually. All employees can join Wellness challenges, issue their own challenges to co-workers, track results and have fun living healthy! California union employees can participate in the HealthyatTenet Wellness Program but are not eligible for the Wellness Incentives. 16

17. Plan Design Changes
Work Here…Receive Care Here….For your Health, Family and Future
Services in a Tenet facility
HSP / PPO - plan pays 90% (after deductible in HSP)
EPO - $250 / $500 co-pay
Improved benefits for CMA physicians (90% instead of 80%)
New Non-Tenet 2011 Coverage….If you don’t receive care here but could have.
Non-Tenet In-Network Services paid at 50% (after deductible)
Non-Tenet Out-of-Network Services paid at 40% (after deductible)
New for If you can’t receive care here
Emergency, if the service isn’t offered at a Tenet facility, or the facility is further than 45 miles from your home
Same coverage as if you received care at a Tenet facility!

18. 2011 Rx Plan Simplification
2011 Proposed Plan Design
Retail – 30 Day Supply
Generic $5
Formulary Brands
35% with $30 min/$100 max
Non-Formulary Brands
50% with $40 min/$150 max
Mail – 90 Day Supply
$10
35% with $75 min/$200 max
50% with $100 min/$300 max
Out-of-pocket costs are applied to HSP deductible
Prescriptions are qualified HSA and HCSA (FSA) expenses 18

19. Health Care Reform Changes
Dependent children under age 26 will be eligible for health care coverage, regardless of student status
Special enrollment rights apply to:
A dependent child between the ages of 19 up until 26, who you were previously unable to cover in the Tenet medical plans due to student status or age limitations
Extended enrollment period through December 8
Enroll online through November 23rd. After November 23rd call My Benefits Customer Support Center to add eligible individuals during the extended enrollment period
Birth certificate required
Over-the-counter medications must be prescribed by a doctor to qualify as eligible expenses under the Health Savings Account or Health Care Spending Account
Mental Health Parity Act - Mental health & substance abuse claims will be paid at the same reimbursement level as Tenet Hospitals 19

20. Enrollment Steps Enrollment Exclusively Online Quick access to:
Look for the Annual Enrollment Banner
Quick access to:
What’s New
Medical Plan Comparison
Tools—Use the Medical Expense Estimator to see if the HSP saves you money (it does for employees in almost any situation).
HSP Video—Explore the HSP ……AND EARN 5 WELLNESS CREDITS to start off 2011.
HSA Mythbusters
FAQs—Find quick answers to your benefits questions 20

21. Tips Evaluate your needs for benefits
Planning could save you thousands
Utilize tools available via HealthyAtTenet
Medical Plan Estimator; Health Savings Account Value Modeler
Use Tenet Hospitals & outpatient centers to lower your out of pocket expenses
Make healthy living a priority!
If you or your covered dependent smoke, quit now!
Preventive benefits: the most underused and potentially valuable set of benefits we offer
Earn your Wellness Incentive
Enroll by the deadline!
Look for information during the year on SMART PLAN USE 21

22. Tenet Benefits Strategy
Simply the best medical coverage for a lifetime
Create a culture of employee health and wellness…. engage in understanding and manage your health and your family’s
Promote employee financial health and savings….for now and the future