Prep for Notification Day Re: Project Emerald

1. Prep for Notification Day Re: Project Emerald September 9, 2013 CONFIDENTIAL

2. Outcomes of today • “I understand my role in the process” • “I am prepared for notification day” • “I am familiar with the information being provided to impacted employees/Medfusion employees and what to review” • “I know who to call or what to do if I need support”

3. Project Emerald Workback Plan and Communications September 10, 2013

4. Detailed Workback Plan - Tuesday 4

5. Detailed Workback Plan-Post Notification 5

6. Communications… Holding Statement & Employee Q&A September 10, 2013

7. Holding Statement Today, Medfusion communicated employment opportunities to employees within the new  company. Approximately 52 employees received offers to join the new Medfusion organization. During the staffing process, approximately 52 positions were identified that would not be transitioning to Medfusion. Those employees not included in the transition will receive severance packages from Intuit. We remain committed to treating every affected employee with dignity and respect, and assisting them in every way we can as they enter the next step in their careers. 7

8. Employee Q&A (For SLT Only) • For Employees who received Medfusion Offers • Q1: When will my employment with Intuit end?A1: Intuit employment ends effective September 20, 2013. • Q2: Could I choose Intuit severance package instead of Medfusion offer?A2: Based on the offer presented to you by Medfusion, the choice of an Intuit severance package is not available to you. • Q3: Could I apply for a position with Intuit? • A3: Yes, you may apply for any open position at Intuit. However, your Intuit employment will end on September 20, 2013 unless you transfer to a new role at Intuit prior to this date. • Q4: What happens to my insurance and other benefits? A4: New benefits will be offered by Medfusion. There is a Medfusion Benefits Summary in the offer package for your review. Medfusion will be conducting a benefits open enrollment in the next couple of days, and a 401k representative will be on site in Cary on September 17. • Q5: Will I receive Intuit severance if Medfusion terminates my employment within a short period?A5: No, employees joining Medfusion are not eligible for Intuit Inc severance. • Q6: How long do I have to make a decision on the job offer?A6: Medfusion is requiring a response to the offers within 2 days, i.e., you have until close of business on September 11, 2013. • Q7: Where do I report to work as a Medfusion employee?A7: As a Medfusion employee, you will report to work at your current location unless told otherwise. • Q8: Who will be my manager?A8. Your current Intuit manager or HRBP will share the new organization and reporting structure with you. • Q9.If I quit Medfusion, can I rejoin Intuit. • A9. Yes, you would be a new hire and lose any previous Intuit equity • Q10. How will bonus plan goals work?A10. The new leadership team will work with you on this in the coming weeks. We are working on the plan document with legal. • Q11. Are folks that accept an offer for Medfusion eligible for COBRA if they choose to? • A11.  No, only if there is a waiting period with new employer’s benefit program.  There is no waiting period for the new Medfusion plan. 8

9. Employee Q&A (For SLT Only) For RIF’d Employees Q1: When will my employment with Intuit end? A1: Monday, November 11, 2013 which will be your Intuit termination date. Q2: Will I need to work until the termination date? A2: Everyone receiving an Intuit severance package is expected to work through September 24th to transition work to Medfusion. Leaders will communicate individual transition plans to each employee tomorrow. Please plan to be in the office during this time. Q3: Will I receive a severance package from Intuit? A3: Yes Q4: How is severance benefit calculated? A4: Intuit severance is based on your Intuit job band and completed years of service, up to a stipulated maximum; a copy of the ERISA plan will be in the packets each employee will receive upon notification of your severance eligibility. Q5: Will the severance calculation include my years of service with Medfusion prior to Intuit acquisition in 2010? A5: Yes. Q6: How much time do I have to review the severance agreement?A6: You must sign and return agreement to Intuit within 21 days after your termination date, i.e., between November 11 and December 2, 2013 Q7: When will I receive severance payout? A7: A lump sum payout will be provided to you within 21 days of your signing/mailing your agreement to Intuit legal team. Details are included in your package. Q8: If I begin a new employment outside of Intuit prior to the termination date, will I still receive the severance payout? A8: Please contact Intuit HR prior to beginning any new employment in order to discuss your situation. Q9: May I seek another role within Intuit? A9: Yes 9

10. Employee Q&A (For SLT Only) • For RIF’d Employees (Cont’d) • Q10:If I accept another job within Intuit before the termination date, will I receive severance? A10: No • Q11:What happens to my insurance? A11: Intuit insurance benefits will remain in effect until the termination date. You will have the option to choose COBRA coverage after that. Details can be found in your packet. • Q12: How long will I have access to the building I currently work in? A12: Until September 24, 2013 • Q13: What is the deadline for returning my badge and keys? • A13. September 24, 2013 • Q14. What is the deadline for returning my computer?A14: On or before November 11, 2013 • For All Employees • Q1: What happens to my accrued vacation and sick leave?A1: Cash payout for accrued Intuit vacation will be included in your final Intuit paycheck following your termination date. There is no payout for sick leave for floating holidays. • Q2: What happens to my unvested stock (RSU) and options? A2: Vesting continues through your termination date. You will also receive a stock closing statement shortly following your termination date, which will specify duration for exercising all vested stock options • Q3: Will I receive any IPI for FY14? A3: No. • Q4: What happens to the money deducted from my paycheck for Employee Stock Purchase Plan (ESPP)? A4: Participation ends on your termination date. Any unused deductions will be refunded by Intuit payroll. • Q5: What happens to my 401K plan? A5: Details are found in your packet or you can call Fidelity Benefits Center at 1-877-208-0868. • Q6: How do I take care of my 401K loan? A6: Contact Fidelity Benefits Center at 1-877-208-0868. 10

11. Employee Q&A (For SLT Only) • For All Employees (Cont’d) • Q7: Can I continue to use Healthcare spending and/or dependent care spending accounts? A7: Yes, through your termination date. May continue beyond if signed up for COBRA. Contact HR Connect at 1-800-819-1620 for details • Q8: How do I claim my spotlight awards? A8: You can use the online tool until your termination date. Afterwards, contact Spotlight administrator at 1-866-294-2290 • Q9: Am I eligible to receive the annual $650 fitness incentive? A9: Yes. Must claim before your termination date at http://adpfitness.intuit.com • Q10: How do I get copies of old paystubs?A10: You can access paystubs at Payroll Work Center until your termination date. Afterwards, contact HR Connect. • Q11. How were decisions made on who was RIFd vs. who received an offer? • A11. The new owner reviewed work to be done, determined the roles needed, type of skills needed 11

12. Manager Talking Points September 10, 2013

13. Talking Points for Leaders with Employees • Job Offers: • New manager shares job offer – role, compensation, benefits, new manager, new leadership team • Steve-CEO & Chairman of the Board; Corey-Sales & Marketing; David Ledwith-Client Services; Zhen-Product • New leaders – CFO and VP of Innovation – announced at 3:30 p.m. • What will be different – strategy, one location, etc. • We will be having a meeting with all impacted employees at 1:00; if you receive a meeting invite, please do not attend • You will need to decide on accepting the job offer by end of day Thursday, September 12 • If you do not accept the Medfusion role, you will not be eligible for an Intuit severance package • There will be a Medfusion All Hands at 3:30 p.m. EST with Steve that he and I would like you to attend to learn about the new strategy… what will be different • There will be a benefits brochure with offer, new vendor will be here on 11:00 am on Thursday • If receive questions you cannot answer, please let us know • If any concerns, please share with Steve to help • If you decide not to accept the offer, it is treated as a termination effective September 20, 2013, no severance • RIFs: • Share package • There is a 60 day notification period and a 2 week transition period • You can go home afterwards our meeting or meeting with HRBP • HR is available to discuss your package details if you would like • Tomorrow we will discuss transition plans 1:1 • Risesmart Outplacement Training will be held 9/16 3:00 EST; 9/17 10:00 PST • Assets can be collected anytime prior to the end of 2 week transition period • NOTE: Employees who have already resigned are not eligible for a RIF package • RIFs in MV: • The last day in the MV office will be September 12 and then you will work from home for the remaining two weeks of transition period. • Company property will be returned at the end of the two week transition period • RIF Remotes and MLOA: • Email agreement and mail full package to each person on Tuesday after you contact them • Ask them to schedule time with HR once they receive package if they have questions • Remote employees should be provided with Fed Ex/UPS options to return company property at end of 2 weeks 13

14. IHG Q&A Session September 10, 2013

15. Sanjiv Talking Points for Impacted EE Meeting • On July 1, Intuit shared that they would be looking for a buyer for Intuit Health as it no longer aligned with the company’s refreshed strategy. • On August 20, we shared that Steve was buying the business and over the next 30 days the newly formed company would be making job offers. • Today Mefusion has made employment offers to a certain number of employees, primarily in the engineering and client services areas. In total, ~50employees in Cary were offered a role with Medfusion. • All employees not offered a position with Medfusion will be offered 60 days’ notice plus the standard Intuit ERISA severance package. • The expectation is that most of you will be transitioning your work over the next two weeks. • Let me take a moment to personally thank everyone for their patience and professionalism over the last two months…. I know it has been a tough journey for all of us and I appreciate your dedication to doing what’s right by our customers during this transition. • If you have questions about the transaction, we can take them at this time. However, if you have questions specific to the severance package, Pam and her team will be more equipped to answer those as you begin having those discussions. • We are proud of what we have accomplished here together and I want to again thank you for all of your efforts! I am humbled to have had the opportunity to work with all of you. 15

16. Employee Benefits • Separation Terms & Release Agreements (“Separation Agreement”) are in their notification/exit folders.  Review: • Notification Period… 60 days • Termination Date… Monday, November 11th • Severance Amount… based on band and years of service, up to maximum; paid in a lump sum • Time period to review the agreement following termination date… 21 days • Time for transition period… • 2 weeks for transition of work • Paid until their Termination Date • Signature… do not sign the agreement until actual “Termination Date” • ADEA documentation attached if over 40 • The law (Age Discrimination in Employment Act or “ADEA”) requires employees 40+ to be provided certain information in order for a release of claims to be “knowing and voluntary”… and enforceable • Age 40+ employees receive memo and spreadsheet showing job titles and ages of all persons within “Decisional Unit” who were and were not “selected” for RIF. (“ADEA Additional Information Sheet”) • Legal purpose for ADEA Additional Information Sheet is to meet the requirement of an employee making a knowing & voluntary waiver to allow an employee to determine if employer discriminating on basis of age before signing release. 16

17. Employee Benefits • Keep packets as need to return the following paperwork to Intuit upon termination: • Signed Separation Agreement – if want to receive severance • Self-addressed stamped envelope for signed separation agreement to Legal • Remind them that they cannot sign the agreement until their actual “Termination Date” • Closing Stock Statement – 90 days from termination to exercise remaining shares – shows vesting schedule based on anticipated termination date • Exit Interview Employee Declaration • Employee Invention Assignment and Confidentiality Agreement • Refer to other resources in packet • EAP – available up to 30 days after termination • RiseSmart Outplacement – eligible to initiate services immediately.  This outplacement benefit has a 6 month duration. Webinars – 9/16 3:00 EST; 9/17 10:00 PST • Benefits information – benefits end on Termination Date • Collection of assets – computer, keys, etc. • Laptop collection – Kelly in Cary; Linda in MV • For anyone who has already resigned or who accepts a position with another business or function, they would not be eligible for a severance package with Intuit. • In Cary, please go to the back to your senior leader’s office and they will have your package • In MV, please stay in meeting room to receive package 17

18. What’s in the notification/exit folder? Notification Information Packet: Separation Terms and General Release Agreement Notice to Employee as to Change in Relationship (CA requirement if applicable) WARN Notice (if applicable) Self-addressed stamped envelope for signed separation agreement to Legal Statement of Additional Information for Waiver (for ee’s age 40+) FY14 Benefits Explanation Exit Interview Employee Declaration Closing Stock Statement (to be emailed following announcement) Employee Invention Assignment and Confidentiality Agreement FAQ’s As You Leave and FAQ’s to Support Your Transition Employee Assistance Program brochure RiseSmartFlyer (Outplacement) 18

19. Day of Notification Support Command Center for HR-650-944-2568LocationCell • Sibel Poore AZ Remote 520-901-3048 • Pam Rose Cary 919-413-7545 • Deborah Garrett Cary 650-996-6872 • Marc Underwood MV 214-385-0339 HR Connect - All HR inquiries • x13333 or 4HELP or 800-819-1620 Employee Assistance Program (EAP) • US - 1-800-327-5562 Security (650-944-6911) for emergencies, contact 911 PR/Media inquiries Diane Carlini: 650-944-6251

20. Best Practices

21. Best practices for logistics on notification day • Considerations for notification locations • Privacy (no glass windows) and away from immediate peers • Avoid employees having to walk across building (consider distance from mgr notification to location to meet with HR)

22. Notification Nuts & Bolts

23. If unable to reach employee on notification day… If an employee is out of the office on notification day for any reason, here is recommended approach for notification: • Manager calls employee. If employee does not answer, manager should leave a voice message if possible: • “We have an important business decision to share with you. I realize you are on vacation/out of the office/etc. I need to talk with you today. Please call me back as soon as possible.” • If employee cannot be reached, please have mgr attempt to call again and leave another message. Manager should not notify on voice mail. • If after 2 phone/vmattempts, still don’t reach employee, HRBP/Mgr sends e-mail notification using template provided in appendix. • Please keep Nancy informed of status.

24. Notification process for employees on LOA • Nancy to provide and/or coordinate with Shannon Watkins on notification schedule for impacted employees on LOA • Manager to call employee day of notification. “We have an important business decision to talk to you about…” • If employee cannot be reached, follow process on slide x. • Each manager notifies Nancy that each notification is complete • HRBP will call employee for HR follow up (packet review) • Pam will notify Command Center via e-mail when all employees have been notified

25. Overview of HR meeting with impacted employee(s) • Greeting and introduction • Explain your role (esp. if you do not directly support the org) • Acknowledge the Notification conversation that just took place • Do a quick status check:  How are they doing? • Did they understand the business rationale?  Confirm, if appropriate • Explain that you will be reviewing key information that they’ll need to be aware of & will help answer questions they may have • If employee is emotional, acknowledge their feelings • Try to have tissues and water available • Review key information (see next slide for detail) • Closing the meeting: • Thank them for remaining professional and acknowledge how difficult this situation is. • Ask if they need the EAP number now? Are they going home?  Okay to drive • Ask if they have questions • Let them know they can reach HR Connect directly for further questions • Call or e-mail command center to confirm notifications are complete and/or if you are unable to reach any individuals

26. What’s in the notification/exit folder? Notification Information Packet: U.S. Separation Terms and General Release Agreement Notice to Employee as to Change in Relationship (CA requirement if applicable) WARN Notice (if applicable) Self-addressed stamped envelope for signed separation agreement to Legal Statement of Additional Information for Waiver (for ee’s age 40+) FY13 Benefits Explanation Exit Interview Employee Declaration Closing Stock Statement Employee Invention Assignment and Confidentiality Agreement FAQ’s As You Leave and FAQ’s to Support Your Transition Employee Assistance Program brochure RiseSmartFlyer (Outplacement) Right Talent flyer– steps on how to apply for internal positions 26

27. Key information for HR to review with employees - U.S. (1 of 3) • Personalized Separation Terms & Release Agreements (“Separation Agreement”) are in their notification/exit folders. • Notification Date • Termination Date • Severance details (# of weeks and additional payment) • Time period to review the agreement • Talk to the transition period – time between Notification Date and Termination Date • 2 week transition of work • they will continue to be paid until their Termination Date • Inform employees that they cannot sign the agreement until their actual “Termination Date”

28. Key information review (cont’d. 2 of 3) • ADEA documentation (if applicable) • The law (Age Discrimination in Employment Act or “ADEA”) requires employees 40+ to be provided certain information in order for a release of claims to be “knowing and voluntary”… and enforceable • Age 40+ employees receive memo and spreadsheet showing job titles and ages of all persons within “Decisional Unit” who were and were not “selected” for RIF. (“ADEA Additional Information Sheet”) • Legal purpose for ADEA Additional Information Sheet is to meet the requirement of an employee making a knowing & voluntary waiver to allow an employee to determine if employer discriminating on basis of age before signing release.

29. Key information review (cont’d 3 of 3) • Remind them to keep their packets as they will need to return the following paperwork to Intuit upon termination: • Signed Separation Agreement – if want to receive severance • Self-addressed stamped envelope for signed separation agreement to Legal • Remind them that they cannot sign the agreement until their actual “Termination Date” • Closing Stock Statement – let them know they have 90 days from termination to exercise remaining shares – shows vesting schedule based on anticipated termination date • Exit Interview Employee Declaration • Employee Invention Assignment and Confidentiality Agreement • Refer to other resources in packet • EAP – available up to 30 days after termination • RiseSmart: Outplacement– They are eligible to initiate services immediately. This outplacement benefit has a 6 month duration. • Benefits info – benefits end on Termination Date

30. U.S. Severance Plan Administration and HR’s Role • Plan Administrator • All Decisions Under the Plan are made by the Plan Administrator (SibelPoore) • Please Email or call the Command Center as notifications are complete • Also, call the Command Center for help: i.e. employee calls in sick etc. • HR Line • Can only field “inquiries” and respond to those questions that can be clearly answered by the Plan or that have been delegated to HR by the Plan Administrator. • HR Connect • Any response by HR to an employee making an inquiry under the Plan should be followed up with written e-mail confirmation to the employee. - HR Response to Inquiries template (see appendix) Failure to follow the Plan…serious legal consequences

31. Other items to note: • Terminations will be processed in an auto group upload into Workday – Please do not manually process Project Emerald terminations • No formal exit interviews will be conducted

32. Asset Collection Summary • Principles • Protect company investments • Best as can be employee experience • As standard as possible, only as different as necessary • Roles • Manager ensures employees understand process and orchestrates collection • HR Line ensures Managers are aware of collection process and provides updates of any employees securing new roles • Process • Laptops can be collected anytime prior to November 11, 2013 • Badges and keys can be returned after 2 week transition period • Remote employees provided with FedEx/UPS options • HRBP reach out to local HES contact with any questions or special needs

33. APPENDIX

34. Free, confidential counseling sessions and assistance with personal problems: • Stress • Elder care • Legal • Financial • Emotional • Marital • Family • Alcoholism • Drug dependence • Offered 7 days a week, 24 hours a day FYI - Employee Assistance Program Available to departing employees up to 30 days after last day…

35. EAP Information • US - 1-800-327-5562 • https://insight.intuit.com/TotalRewardsAndCareer/Benefits/Pages/EmployeeAssistanceProgram.aspx

36. FYI - Outplacement Services - RiseSmart • Employees can access outplacement services immediately • What employees can expect: • Expert technical writers who will write employees’ resume • Provide job matches on a weekly basis (based on criteria the employee determines) • Organization tools • Numerous webinars • Most importantly, service includes unlimited number of Transition Consultant 1:1 time as needed for the duration of the 6 month offering. Complete information about outplacement is provided to employees in their separation folders

37. Applying for Internal Roles • During the notice period, impacted employees may apply for internal roles • Employees offered a position with Medfusion will be eligible to apply for Intuit roles • They will find the open positions on our career site http://taleocareer.intuit.com • There are detailed instructions in the packages • A recruiter is assigned for each requisition. The employee can reach out to the recruiter for job specific questions • For questions relating to the career site navigation they should call HR connect • After the notice period the individual may search the external career site for openings

38. HR Standard Response to Inquiries Re:       Inquiry Under the Intuit Inc. Severance Plan Dear ____: As you know, on __, 2013 you and I spoke regarding an inquiry that you had about the Intuit Inc. Severance Plan (the “Severance Plan”), I sincerely hope that this exchange satisfactorily answered your question.  Of course, if you have any additional questions, please feel free to contact me again. Additionally, I want to make sure that you are aware of your rights and obligations under the Severance Plan. Specifically, you have a right to file a formal written claim under Section III.G of the Severance Plan if you believe that you are being incorrectly denied a benefit, or are entitled to a different or greater benefit than the benefit that you received under the Severance Plan.  In our discussion, I informed you that your __, 2011 (e-mail/voicemail/in person) to me did not constitute a claim under the Severance Plan because it did not follow the proper procedures stated in the Severance Plan.  In order to file such a claim, the Severance Plan and applicable law provides deadlines and requirements that you must meet; specifically, you may submit a signed, written claim to the Plan Administrator within sixty (60) days of the expiration date of the revocation period for the Separation Terms and Release, which you will be receiving shortly.  If you file such a written claim, we encourage you to address the specific reasons for your claim. If you submit such a written claim, you will be notified of the approval or denial of your claim within sixty (60) days or, if special circumstances require an extension, one hundred twenty (120) days. If your claim is denied, you will have the right to appeal that denial to the Claims Sub-Committee of the Employee Benefits Administrative Committee, as more fully described in the claims procedures of the Severance Plan. Please note that pursuant to the Severance Plan and applicable law, including Section 502(a) of the Employee Retirement Income Security Act of 1974, as amended (“ERISA”), no lawsuit may be initiated until the Severance Plan’s claims procedures have been exhausted. You (or your authorized representative) may submit a claim to: Employee Benefits Administration Committee c/o Paula Vasquez 2575 Coast Avenue Mt. View, CA 94043 Sincerely,

39. Email template if unable to reach impacted employee Dear[First Name], We have tried to reach you by phone today to discuss some important organizational changes that directly impact you.  As a result, your role is being eliminated effective September 10, 2013. You will be eligible for severance benefits under Intuit’s Special Severance Plan.  A copy of the Plan, along with the Release is being mailed to your home via overnight delivery (and attached here as PDF), along with other information we hope you will find useful.    We are very sorry to have to communicate this information to you via e-mail, but wanted to make sure you did not hear it from another source as there are broader organizational impacts being communicated today.  We wish we were able to reach you live today to discuss.  Please feel free to contact Pam Rose at your earliest convenience to discuss. Regards, [Manager Name]

40. Email template for employees that were notified by phone Dear [First Name], As a follow up to our conversation today, I am providing you with an electronic copy of your Release.  This information, along with a copy of Intuit’s Special Severance Plan, and other information we hope you will find useful is also being sent via overnight delivery to your home.  Please feel free to contact me at your earliest convenience to discuss this information. Regards, [Name] HR Business Partner • Feel free to tailor e-mail as appropriate

41. Active listening is key to assessing how the employee is doing in the moment…making an extra effort to check in ask how they are doing will be appreciated ten-fold Remote RIF Process Steps • Notification schedules are prepared by HRBP and notifying manager • HRBP provides all contact phone numbers for the employee • 15 minute meetings for both the manager notification and HR contact follow-up are scheduled and agreed upon in advance of the notification day • Meeting invite to the employee should be sent out no sooner than the morning of the notification • Manager notification meeting is short…typically no longer than 10 minutes • Manger informs the remote employee that he/she should expect a call from an HR team member, and when • Manager confirms via email or phone to the HR contact, that he/she has successfully contacted and notified the employee of the decision and impact • Manager should provide the HR contact a brief summary of how the employee responded…angry, upset, etc • HR contact calls the remote employee at the designated time • Introduce yourself, acknowledge that the employee just received some difficult news and that your role is to provide additional information that directly relates to their severance benefits that you are prepared to share, review and answer questions about • Confirm that the employee is at a computer and confirm an email address to send the PDF Separation Package to, so that the employee has in hand the document you will be reviewing with him/her • Review all pertinent points in the package, by page and paragraph …pause after each point you cover and ask if there are any questions • Remind employee that they should expect a package in the mail with the original document and other related documents….overnight delivery, no signature required (delivery on Tuesday) • Acknowledge any outstanding questions and confirm “how” the employee prefers to receive any follow-up information…this is especially important for remotes • Provide your personal contact information and offer to be available for any additional questions the employee may have during the next 24 hours • Provide the employee key resource numbers: • EAP** (Employee Assistance Program) 1-800-327-5562 • HR Connect (800) 819-1620 (Monday – Friday 5:00-5:00 PST) • Employment Verification 1-800-367-5690 • Confirm you have completed the discussion, with the Command Center Follow-up is especially important to our remote population…it’s important to remember most do not have a work environment support system… say/dois critical and will make a huge difference to the EE experience

42. Remote Process: Employee Assistance Program Script • Acknowledge that the employee has received a difficult message today • Remind the employee that one of his/her benefits is access to an Employee Assistance Program (refrain from using the acronym EAP) • Provide the EAP number • Intuit’s Employee Assistance Program provides a variety of benefits to both the employee and his/her immediate family members: • Resources to discuss questions and concerns confidentially • Materials specific to individuals who have learned they are being laid off (request to have the materials emailed) • Referrals to local practitioners if necessary • If an employee is especially upset and makes comments causing you to believe he/she may harm themselves: • Stay on the phone with the employee and send an urgent email to the Command Center (Sibel, Jeff, Diane or Paula) • Ensure the employee has written down the EAP phone number • Ask if there is someone in the home the employee can talk with and if not is there a family member or friend nearby • Assuming you can calm the employee, confirm with the individual that you would like to check back with him/her and the best method and time to do so