December 2, 2009

Welcome to

LiveWell

1983: First Tennessee vehicle

North American annual production capacity: 1.3 million units

Nissan America’s Headquarters

US Employees – Approximately 13,000 total active employees

800Michigan

Farmington Hills (Design/Technical)

6,000 Tennessee Nashville (HQ),

Smyrna & Decherd (Manufacturing)

3,400 Mississippi

Canton (Manufacturing)

800 Texas

Dallas (Financing), Irving (PDC)

75California San Diego (Design)

100Arizona

Test Track

Why change is needed now

Increasing health care costs in the U.S. places us at a competitive disadvantage to other Nissan affiliates (i.e., NMEX, NMUK, China, Russia, Thailand, Indonesia).

Only companies that adapt their strategies to successfully control costs will survive in today’s automotive industry.

We need healthier employees and dependents in order to succeed

We are making changes that will help us maintain a competitive benefits package

Strategy (2009-2012) Moved to “full replacement” CDHP Program on

January 1, 2009 Includes three critical components:

1. Multiple plan options:• Health Reimbursement Arrangement (HRA); or• Health Savings Account (HSA)

2. Comprehensive health management program (Focus on Wellness)• Personal health questionnaire• Disease management programs• Wellness programs• Lifestyle behavior change programs (weight management

& tobacco cessation)• Health Coaches• Self-care tools

3. Comprehensive communication/education program

•Health Plan •Networks

•Utilization Management

•Quality data

•Health Reimbursement Account

•Traditional Flexible Spending Account

•Disease / Care Mgt. Maternity

Cancer

•Health Advocate

•Complex Case Management

•Gaps in Care

•Wellness Services•Behavioral Change Programs

•PHQ/Biometrics

•Incentive Management

•Tobacco cessation

•Weight management

Pharmacy Benefit Manager Employee Assistance Programs

Substance Abuse

Fitness Center Mgmt Pilot

The Trusted Choice for Workforce Health Management

On-Site Medical/Wellness

On-Site Program Delivery

Today- Focus on Wellness & “Preventive” Care

Health Improvement Programs

Last year – No integrated health improvement programs

Account Seeding (2010)

“Keys” to Success

Be passionate about your mission Benchmark (the best outside of your industry as

well as those within) Communicate openly Cross-functional team input (no silos) Metrics and system for tracking metrics Communicate Wins Integration is “vital” Leverage common connections (THA)

Thank you!