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U.S. Benefits New Hire Orientation

U.S. Benefits New Hire Orientation

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U.S. Benefits New Hire Orientation

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  1. U.S. Benefits New Hire Orientation Effective January 1, 2013

  2. U.S. Benefits Health & Welfare Savings & Retirement Other Benefit Plans Variable Cash Incentive Program

  3. Health & Welfare Benefits

  4. Benefits Enrollment • Now is your time to enroll! • You have 30 days from your hire date to enroll in your medical, dental and flexible spending account (FSA) • You will receive an email with enrollment instructions. If you don’t have a company email address a letter will be mailed to your home. • You can enroll by logging onto HR Express > Health & Welfare > Your Benefits Resources • Other benefits to consider within your first 30 days • Enrolling in the below benefits within 30 days allows you to avoid having to provide medical evidence of insurability • Long-Term Disability (LTD) – Income replacement during extended disability • Long-Term Care (LTC) – Benefits for convalescent facility • Supplemental Life and AD&D – Additional benefits over the company basic benefits • More information • hr.conocophillips.com • Employee Benefits Handbook

  5. Online Resources • Visit hr.conocophillips.com • Benefit Highlights and Rates • Summary Plan Descriptions Click Here

  6. MedicalOptionHighlights

  7. PrescriptionDrugBenefits

  8. WhatisanHSA? HSA – Health Savings Account • It’s a “Piggy bank” for health care expenses – now and in the future • Contributions to account made by ConocoPhillips and you • Interest bearing and investment opportunity • Balance carries over from year to year for you or your family’s future use (not “use it or lose it”) • Can change the amount you contribute to the HSA at anytime during the year Triple Tax Savings • Pre-Tax contributions • Tax-Free interest/investment earnings • Tax-Free distributions when use for qualified medical, dental or vision expenses How do I get the money out of my account • Debit card • Checks • More Information • Chase HSA

  9. DentalOptionHighlights Non-network benefits subject to reasonable and customary limits

  10. HealthManagement&Wellness • ConocoPhillips has a long term strategy to: • Increase awareness of health risks • Help actively engage participants in maintaining or changing the status of their health • Hold participants accountable for the costs of their decisions/behaviors • 2012 – Know Your Numbers…do your part • Employees hired after 5/1/2012 will automatically receive a $50 per month credit towards 2013 medical premiums • 2013 – Know Your Numbers…do your part and take action • Engage in a variety of activities, tracked through Healthways, to earn future and more incentives towards 2014 medical premiums The goal is early identification and treatment of preventable diseases so we have healthy and productive employees

  11. LifeInsurance • Life Insurance: • Basic - One times annual pay; Company paid • Supplemental - Up to eight times annual pay; employee paid • Dependent – Two options • Occupational Accidental Death: • Benefit of $500,000; Company paid • Accidental Death and Dismemberment (AD&D): • Coverage of $20,000 to $1 million; employee paid • Family coverage available; employee paid • Additional information at: Life Insurance

  12. Disability • Short-Term Disability (STD or “sick time”): • 52 weeks: • Up to 26 weeks at 100% pay (depending on credited service) • Remaining weeks at 60% pay • Company paid • Long-Term Disability (LTD): • Basic benefit – 50% of pay; nontaxable • Enhanced benefit – 60% of pay; nontaxable • Employee paid

  13. HowtoEnroll Step 2 Step 1

  14. HowtoEnroll • The Your Benefits Resources (YBR) website has: • Modeling tools to help you make smart choices for your benefits • Links to helpful resources • Information about costs of enrollment Step 3

  15. CostComparisonToolAvailableonYBR

  16. U.S.Benefits Health & Welfare Savings & Retirement Other Benefit Plans Variable Cash Incentive Program

  17. ConocoPhillipsSavingsPlan • ConocoPhillips offers a generous company match • For every $1 you put in up to 1% of pay, the company will contribute $9 • Match will be deposited every pay period and will follow the employee’s contribution allocation • Immediate eligibility/participation • No auto-enrollment feature so employees need to enroll to participate • Immediate 100% vesting in company match • For complete details, see the SPD at: Savings Plan

  18. HowtoEnroll • In order to participate you must enroll! • Enrollment and investment options are administered by Vanguard • Enroll early to take full advantage of the Company 9% match! • Online • Logon through HR Express through www.vanguard.com and provide: • Your SSN • If you do not have an SSN use your employee ID number preceded by 999 • The ConocoPhillips Savings Plan number – 092538 • Telephone • Call 1-800-523-1188 • If you have your PIN already, you may use the automated VOICE Network service 24/7 to enroll • If you do not have a PIN, you may speak with a Vanguard associate weekdays from 7:30 a.m. to 8 p.m. Central Time

  19. ConocoPhillipsRetirementPlan • ConocoPhillips Cash Balance Account (CBA) • Pay credits recognize both age and service (one “point” each year of service plus age) • Under 44 points - 6% pay credit • 44 through 65 points - 7% pay credit • 66 or more points - 9% pay credit • Interest credits are based on 30-year Treasury rate • Cash Balance Account is 100% vested in 3 years • Participation in the retirement plan is automatic based on eligibility; no action is required on your part • Company paid • Eligible 1st of the month following hire date • For complete details, see the SPD at: ConocoPhillips Cash Balance Account

  20. ConocoPhillips Retirement Plan – How your Account Grows • Example • Birth year = 1987 (26 Age Points) • Service year = 2013 (0 Service Points) • Monthly salary = $3,000 • Monthly pay credits = $180 (6% X $3,000) • 30 year treasury rate = 4.72% (Monthly Equivalent 0.3851%)

  21. ConocoPhillips Retirement Plan – Total Value at Retirement Example: Cash Balance Account Assuming: Age 25 start date Age 60 retirement date $36,000 starting salary 4% annual salary increase 7.5% annual target bonus (VCIP) 5% interest crediting rate Estimated value of cash balance account at age 60 retirement - $458,000 21

  22. U.S.Benefits Health & Welfare Savings & Retirement Other Benefit Plans Variable Cash Incentive Program

  23. TimeOff-Vacation • After 90 days continuous service new employees are awarded vacation • Vacation in the first year of employment may be prorated based on hire date

  24. 19/30 Program • Requirements • Must work an extra 30 minutes each day (lunch period does not qualify) • 19/30 day cannot be split between days • Cannot be carried over from month to month • Scheduled like vacation with supervisor approval • Applies to regular full-time employees at sites that have adopted the program • Voluntary participation, if it aligns with the work practices of the group • Supervisor approval required • See Time Off & Pay Policies for more details 24

  25. AdditionalTimeOffPolicies • Holidays • Serious Illness in Family • Death in Family • Personal Leave/Sabbaticals • Flexible core working hours • Part-time regular work schedules • Family Medical Leave (FMLA) • Disability Leave • Military Leave • Community Service Leave • Excused Leave with Pay and Hardship Assistance NOTE: Some policies may not be applicable to some sites. You should consult your HRBP for further details.

  26. OtherBenefitsandPrograms • Flexible Spending Accounts (FSA) • Health Care Flexible Spending Account (maximum of $2,500) • Dependent Day Care Flexible Spending Account (maximum of $5,000) • Long-Term Care (LTC) • Benefits for convalescent facility or home health care • Employee paid • Employee Assistance Plan (EAP) • 5 face-to-face visits per family member / problem / year • Work life programs • Company paid • For more information: hr.conocophillips.com

  27. U.S.Benefits Health & Welfare Savings & Retirement Other Benefit Plans Variable Cash Incentive Program

  28. Variable Cash Incentive Program (VCIP) Design VCIP • Annual Cash Incentive • Measures performance versus company objectives • Focuses employee actions and behaviors toward a common goal • Target Payout • Target percentage of base salary depending on Salary Grade Level • Varies from country to country based on national survey market data Executive Leadership Team assessment 0-200% of target Corporate Performance 50% Award Unit Metrics Performance for Operating BU’s 50%

  29. ContactsandResources

  30. Disclaimer • This is a high-level overview of ConocoPhillips compensation and benefit plans, policies and programs, intended to serve as a general orientation for employees. • If there are any discrepancies between this presentation and the official plan, policy or program documents, the terms of the official plan, policy or program documents will govern actual compensation and benefits. ConocoPhillips reserves the right to amend, modify or terminate any of the plans, policies or programs at any time with or without notice. • The tax references contained in this document refer to tax laws in existence as of the date of this presentation.