HR Prep for Notification Day Re: Project Bicycle

1. HR Prep for Notification Day Re: Project Bicycle July 2, 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 and what to review” • “I know who to call or what to do if I need support”

3. Key company-wide communication framing • On May 20, we announced a new structure to help us move faster, make decisions more quickly and better capitalize on our global growth opportunities. • The organizational changes are aimed at two major business outcomes for FY14 through FY16 • Become the world's small business 'operating system' … doubling our small business user base from 5 to 10 million customers. • Do the nations' taxes … adding 10 million additional tax filers to our 25 million customer base in the US and Canada. • As we bring different organizations together and prioritize the most critical work, we also need to assess the skills and resources we have to accelerate our growth. We know we need to stop doing some things, change how we do work in other areas, eliminate redundancies where it makes sense, and double down on the most critical opportunities. These decisions require making tough trade-offs, and in some instances, trade-offs that affect the jobs of some of our fellow employees. • Unfortunately, today these decisions have affected about 323 employees. While these changes are terribly difficult to make, they are necessary so we can continue to invest in strategic areas that provide the greatest growth opportunities and enable us to build a stronger foundation for the future. These are not short-term actions to manage costs, but rather a difficult, necessary step towards aligning the skills vital to accelerate our growth around the world. • 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 chapter of their careers.

4. Day of Notification Support Command Center-650-944-2568 LocationCell SibelPooreBldg7, Orange 520-907-3089 Jeff Jacobs 650-799-3013 Diane Guida 650-888-3116 Paula Vasquez 650-450-3551 HR Connect - All HR inquiries • x13333 or 4HELP or 800-819-1620 Employee Assistance Program (EAP) • US - 1-800-327-5562 • Canada - 1-800-387-4765 • India -call 1 800 11 2442 (from BSNL/MTNL lines) or call 011 2591 3469 Security (650-944-6911) for emergencies, contact 911 PR/Media inquiries Diane Carlini: 650-944-6251 Paul Van Voorhis: 650-944-4173 • First notifications complete July 9, 10pm PST (July 10, 10:30am Bangalore Time) • All notifications to be complete by 1pm PST July 10

5. Site logistics • Per Jeff’s email update (also included here in deck), we have identified HR POC’s for local logistics. Your site POC will coordinate directly with you on the schedule. We will send out site impacted list to POC’s. • Reminder: POC’s please send Sibel your final logistics and notification schedule by Monday, 8/8. • Separation packet delivery has been coordinated for each site. • Please make any requests for on site EAP by end of day today to SibelPoore. It will take time to coordinate by next week.

6. BOLD Name is point person for location • (numbers currently include folks on LOA) Impact by Location ….game plan (1 of 2)

7. BOLD Name is point person for location • (numbers currently include folks on LOA) Impact by Location….game plan (2 of 2)

8. U.S. Severance Plan Administration and HR’s Role • Plan Administrator • All Decisions Under the Plan are made by the Plan Administrator (SibelPoore) • Please call the Command Center on 7/10 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

9. Notification Scenarios

10. Notification process for employees on LOA • HRBP’s to provide and/or coordinate with Kelly McGraw on notification schedule for impacted employees on LOA • Mgrto call employee day of notification. “We have an important business decision to talk to you about…” • Mgr notifies Kelly McGraw and HRBP that notification is complete • Kelly (or Christine Scarpetti) will call employee for HR follow up (packet review) • Kelly (or Christine Scarpetti) will notify Command Center when HR meetings complete

11. 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

12. 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 12

13. What’s in the notification/exit folder? • Notification Information Packet: Canada • Termination Letter (with separation pay info) • Closing stock statement • Employee Assistance Program brochure • RiseSmart flyer • Canada FAQ’s • Notification Information Packet: India • Severance Agreement • Closing Stock Statement if applicable • Employee Assistance Program brochure • RiseSmart flyer • India FAQs

14. 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) • Inform them that any IPI they may be eligible for will be paid out in August (along with the rest of the company) • Inform them that any merit increase they may be eligible for will be included in their severance calculation • 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”

15. Key information review (continued 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.

16. Key information review (continued 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

17. HRBP Checklist Notification Day: • Prepare notification day logistics schedule for your client org • Ensure managers are prepared for notifications (training invites, scripts, key messages, timing, logistics) • Discuss with ER in advance if you are concerned about how any specific individuals may react • Contact ER in advance to arrange for EAP as needed – HRBP may act as on site POC for EAP contact • Meet with employees to review contents of packets • Call or e-mail Command Center to confirm notifications are complete and/or if you are unable to reach any individuals • Capture any open questions you may have that require follow up • Stay visible and support managers and employees as needed • Monitor status of notifications to ensure all goes smoothly Post notification: • Continue to support employees in transition • Update RIF QuickBase if there are any changes to employees’ termination date or status (we will use the QB info for the auto termination process)

18. Other items to note: • Terminations will be processed in an auto group upload into Workday – Please do not manually process Project Bicycle terminations • No formal exit interviews will be conducted • Asset Collection Process – still working out details • Manager discretion regarding holding annual performance review discussions • Will coordinate HR check in meeting in a couple of weeks to review additional details re: asset collection, other open items/questions

19. Manager Training • When: • Monday, July 8, 4-5pm PST • Tuesday, July 9, 8-9am and 12-1pm PST.   • Tuesday, July 9, 9-11 am PST, SBG Care session(with Susan Grayson Stone & Noelle Eder) • Invitations for all four sessions will go out shortly to "Global HR Line" and our central planning team.   • Please forward the appropriate invitations to your notifying managers after disclosure on July 8.  (July 9, 9-11am is specifically for SBG Care.  All other managers can be sent the other three invitations and can attend one that best meets their availability) • Projected Content:  Preparing for the announcement, Roles, Logistics and Support on Notification Day, Manager Checklist, and Companywide messaging.   • Local HR and Communications teams should then follow-up with "local" BU/FG-specific talking points after training

20. Key action recap • Familiarize yourself with company and BU/FG talking points. • Ensure you and your partners are aligned on all notification day logistics, following the direction of the identified lead for your site. • Ensure your notifying managers attend a Manager Training session. • Monitor notification and HR "packet-review" meetings to ensure "best as can be" experience for impacted employees. • Help each impacted employee to make a graceful exit after notification takes place. • Contact Command Center to confirm each notification has taken place. 

21. Appendix

22. 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… Available to remaining employees year-round

23. Global EAP Information • Canada - 1-800-387-4765 • http://insight.intuit.com/TotalRewardsAndCareer/Benefits/Pages/EmployeeandFamilyAssistanceCAN.aspx • India - call 1 800 11 2442 (from BSNL/MTNL lines) or call 011 2591 3469 • https://insight.intuit.com/TotalRewardsAndCareer/Benefits/Pages/Employee-and-Family-Assistance-Program-(India).aspx • UK - 00800 5525 5246 • http://insight.intuit.com/TotalRewardsAndCareer/Benefits/Pages/EmployeeandFamilyAssistance(UK).aspx • Singapore - 001 800 2685 2111 • http://insight.intuit.com/TotalRewardsAndCareer/Benefits/Pages/EmployeeFamilyAssistance_Singapore.aspx • US - 1-800-327-5562 • https://insight.intuit.com/TotalRewardsAndCareer/Benefits/Pages/EmployeeAssistanceProgram.aspx

24. 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

25. Equity Impact to Focal Recommendations • Base pay changes/IPI Awards: NO impact. New base pay in effect/IPI awards paid out as per the normal process • Equity awards: • An equity report will be run on June 28th to keep record of focal equity recommendations for impacted ee’s • Equity recommendations will be zero’ed out from the merit process during the week of July 8th – EE’s will NOT receive a focal equity grant in July (no exceptions) • Equity Make Up Grants: For ee’s who find a new role within Intuit, an equity make up grant will be done: • EE’s in new role between notification date and 8/31: Make up grant in September • EE’s in new role between 9/1 and term date: Make up grant in October • EE’s in new role after term date: No make up grant – treated as New Hires (Make up grants will reinstate the same number of RSUs recommended at focal and will maintain the same vesting date as focal grants) • Talent and Pay Statements: statements will reflect the correct information. It is up to the manager to determine whether they will provide the statement to the ee or not

26. Applying for Internal Roles • During the notice period employees may apply for internal 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

27. 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,

28. 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 9, 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, 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.  We wish we were able to reach you live today to discuss.  Please feel free to your HRBP at your earliest convenience to discuss. Regards, [Name] HR Business Partner

29. 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

30. 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

31. 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