1. HR: Leading People, Leading Organizations © 2007 SHRM SHRM Weekly Online Survey: April 17, 2007 Reserve Compensation Sample comprised of 298 randomly selected HR professionals. Analyzing 298 out of 2,886 emails sent, 2,699 emails received (response rate = 13%) Survey fielded between April 17 – April 24 2007; presentation generated on May 1, 2007. Margin of error is +/- 6%. Page 1

2. HR: Leading People, Leading Organizations © 2007 SHRM SHRM Weekly Online Survey: April 17, 2007 What type of direct compensation (i.e., income) support, if any, is your organization offering those employees who are on active duty for an extended period of time? Note: Excludes HR professionals who responded their organization does not have employee serving in the Guard or Reserve. ‘*’ indicate option was not included in the 2003 and 2004 survey. Percentages do not total 100% due to multiple response options. Page 2

3. HR: Leading People, Leading Organizations © 2007 SHRM SHRM Weekly Online Survey: April 17, 2007 Other Direct Compensation (Income) Support Up to 2 weeks; then compliance with federal law on eligibility for reinstatement after completion of military service. Paid for 31 days only; after 31 days employee must pay state share. One month of pay in the form of a bonus when they return to work, plus they do not have to pay their portion of benefits during the period of active duty. On leave without pay status with guarantee of position with all benefits and pay increases when active duty is completed. Allowed to use any accrued vacation hours A position a the same pay 2-4 wk paid time off for reservist training 15 days of paid military leave 20 hours of paid leave for military service only Page 3

4. HR: Leading People, Leading Organizations © 2007 SHRM SHRM Weekly Online Survey: April 17, 2007 What other types of benefits support (i.e., nondirect compensation support) is your organization offering those employees (and their families) on active duty? Note: Excludes HR professionals who responded their organization does not have employee serving in the Guard or Reserve. Percentages do not total 100% due to multiple response options. Page 4

5. HR: Leading People, Leading Organizations © 2007 SHRM SHRM Weekly Online Survey: April 17, 2007 Other Types of Benefits Support Providing the same or equal position to them when they return. Providing the same level of benefits the employee had prior to service On a case-by-case basis Nothing being offered Military Benefits Life insurance coverage remains in effect. Insurance coverage extended up to 6 months If they have a charge out with us (retailer), we are not charging them interest for the period of active duty. Follows state/federal law, but gives all employees on leave 90 days on lOA before benefits are terminated. EAP Disability coverage COBRA is available for health insurance for employees who wish to use it All employee gifts (summer and Christmas) Accrue paid time off during time on active duty Page 5