Free Response to Motion - District Court of Arizona - Arizona

EXHIBIT 143

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EXHIBIT 146

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EQUAL EMPLOYMENT OPPORTUNITY/AFFIRMATIVE ACTION PLAN ^v MANAGEMENT TRAINING GUIDE

1.

Introduction - Equal Employment Opportunity Policy CIGNA is committed to an equal employment opportunity for all applicants and employees. CIGNA will ensure that management representatives and employees at this location comply with both the spirit and intent of federal, state and local regulations by providing equal employment opportunity without regard to race, color, sex, religion, national origin, age, sexual orientation, physical or mental disability, or status as a Vietnam era veteran or qualified disabled veteran. It is the obligation of every employee including each official and manager, to strictly adhere to the implementation of this policy and existing Federal, State and Local laws. Every employee is expected to demonstrate sensitivity and respect for all other employees.

2.

Affirmative Action Plan Executive Order 11246 is a presidential order that requires companies with government contracts of $50,000 or more to have a written Affirmative Action Plan (AAP). CIGNA is a federal contractor, when we establish federal contracts, we agree to 2 things: a We write an annual affirmative action plan, which is a business plan based on our own employment practices. We take a snapshot of our organization, review what job types there are and how many males, females, minorities and non-minorities are in these jobs. We then compare our population versus those with the educational experience and skills in the areas we would reasonably recruit. If our representation is less, we are considered to be underutilized. We then review the barriers that may be in place that have caused this situation and what good faith efforts we will make to eliminate these barriers. These become our goals. Our overall goal is to achieve full availability. We are measured on our good faith to do that and to eliminate the identified barriers. a Secondly, we agree to let the Office of Federal Contract Compliance Programs (OFCCP) come to our facility and audit our Affirmative Action Plan. They review our records, files, talk to employees, managers and community organizations to determine if we are doing what our plan states. The audit will result in 1 of 3 of the following conclusions: D 0987 1. In Compliance 2. We could do better in certain areas. We then commit to taking more aggressive steps in our employment programs. 3. We are not in compliance and are disbarred from having federal contracts.
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This finding would affect all CIGNA facilities and would result in a loss of millions of dollars in federal contracts. How the Affirmative Action Program benefits you: a Human Resources maintains a list of minority/women organizations which are used for recruiting and outreach. If you are a member of such an organization, please let Human Resources know. You can utilize your employment with CIGNA to benefit the members of your organization by providing employment information or requesting support from CIGNA. CIGNA can provide different levels of support to an organization, based on certain criteria. a Employees are encouraged to refer unemployed female and minority friends and relatives for position vacancies through our Talent Scout and Info Scout Programs. a All employees are offered equal opportunities for training, promotions, transfers and participation in any company sponsored event. a Departmental goals are reviewed and affirmative action is taken to ensure that women and minorities are given full opportunities for transfers and promotions. . a Resources are available to discuss your career aspirations so you can be aware of internal training or opportunities available to help you achieve these goals. 4. Equal Employment Opportunity/Affirmative Action Coordinator

is this site's Equal Employment Opporrtuuty/Afflrmative Action Coordinator. If you have questions or concerns regarding the implementation of the AAP or EEO Policy or wish to view the plan, you can address this request either to your division Human Resources Manager/Representative or the AAP Coordinator. 5. Closing

In your own words express your support of CIGNA's Equal Employment Opportunity Policy, and your commitment and support of our Affirmative Action efforts. Identify yourself as a resource/mentor to enhance the mobility of minorities and women within your organization.
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EQUAL EMPLOYMENT OPPORTUNITY/AFFIRMATIVE ACTION PLAN MANAGEMENT RESPONSIBILITIES In order for CIGNA to folly utilize its resources and to integrate its workforce as much as possible, you must become actively involved in the promotion of equal employment opportunities and affirmative action. Your responsibilities include, but, are not limited to the following: 1. Assistance in the identification of problem areas and establishment of departmental goals and objectives. Human Resources maintains the Affirmative Action Plan. The Affirmative Action Plan - has a break down of each job group by gender and race to assist you in the identification of problem areas. In addition, goals have been set based on the overall sites underutilization as compared to the available workforce. Human Resources can assist you in translating the company goals to your department. Involvement with local minority organizations, women's organizations, community action groups and community service programs. Human Resources/Staffing Services maintains a list of minority organizations, which we use for recruiting and outreach. If you are already a member of a minority or woman's organization, let Human Resources know of this involvement so that it can be included in the Affirmative Action Plan. You can utilize your employment with CIGNA to benefit the members of our organization by providing employment information or requesting support from CIGNA. CIGNA can provide different levels of support to organizations, based on certain criteria. Periodic audit of training programs, along with hiring and promotion patterns to remove impediments to the attainment of goals and objectives. Review the trends within your department to ensure there are no impediments. Always make sure that employees are offered equal opportunities and you are taking affirmative action. Regular discussions with managers, supervisors and employees to be certain the company's policies are being followed. Ensure communication lines in the department are open and that treatment of all employees or any actions are taken within company policies. Review of the qualifications of all employees to ensure that minorities and women are given full opportunities for transfers and promotions. Be aware of departmental goals when promoting and transferring employees. Ensure that you are taking affirmative action for the advancement of women and minorities. Career counseling for all employees. Provide informal mentoring to employees. Speak to employees about their career
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aspirations and make them aware of internal training or other resources available. Ensure that minority and female employees are afforded a full opportunity and encouraged to participate in all company sponsored education, training, recreational and social activities. Always provide an equal opportunity to all employees for participation in any company sponsored training or event. Management staff should understand that their work performance will be evaluated on the basis of their equal opportunity efforts and results, as well as other criteria. Performance evaluations should take into consideration efforts made in this area. It is the responsibility of management to take actions to prevent harassment and discrimination of employees placed through affirmative action efforts. Managers are always responsible for maintaining a positive work environment free from harassment or discrimination. You need to provide support to individuals who are placed through affirmative action efforts. Annual departmental meetings should be held to discuss the policy and explain individual employee responsibilities. Supervisors should not only advise employees of the affirmative action program but need to communicate the elements of the program that will enable employees to know of and avail themselves to its benefits. You are required to hold annual meetings with your employees to discuss CIGNA's affirmative action policy. You will be receiving a guide to assist you in delivering this information.

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Equal Employment Oppurtunity
Purpose and Scope Policy Requirements Responsibilities Contact Information Related Policies and Procedures

Purpose and Scope
To maintain a positive, productive work environment in which all individuals are treated with respect and dignity, and to comply with all applicable laws and regulations related to Equal Employment Opportunity, Non-Discrimination, and Affirmative Action. This policy applies to employees of CIGNA Corporation and its subsidiaries. Back to Top

Policy
· Equal Employment Opportunity - It is CIGNA's policy to foster a positive, productive work environment that promotes equal employment opportunity and prohibits discriminatory practices. CIGNA is an equal opportunity employer. CIGNA's employment decisions are based upon an individual's qualifications, skills, and performance, without regard to race, color, sex, age, disability, veteran status, religion, national origin, ancestry, sexual orientation, or any characteristic protected by applicable law. « Non-Discrimination - All employment-related decisions should be made in compliance with federal, state and local laws prohibiting discrimination in employment. » Prohibition of Retaliation - Retaliation based on an employee's report or complaint of discrimination is prohibited. Employees should promptly report perceived retaliation to ER Services at 1.800.551.3539. CIGNA will take appropriate disciplinary action against any individual who is proven to have taken adverse action against an employee on the basis of the employee's complaint or reporting of discrimination. · Affirmative Action - CIGNA locations should ensure quality of opportunity in all aspects of employment, including efforts to ensure that the candidate pool for open positions includes diverse qualified applicants. Candidates should be selected based on qualifications and skills. Back to Top

Requirements
· Skills, qualifications and other job-related criteria should be the sole basis for all employment-related decisions. · Employees who believe they are being discriminated against or who become aware of discriminatory acts should promptly notify ER Services at 1.800.551.3539. Back to Top

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Equal Employment Opportunity, Affirmative Action and Non-Discrimination
Equal Employment Opportunity - It is CIGNA's policy to foster a positive, productive work environment that promotes equj opportunity and prohibits discriminatory practices. CIGNA is an equal opportunity employer. CIGNA's employment decisic an individual's qualifications, skills, and performance, without regard to race, color, sex, age, disability, veteran status, reli ancestry, sexual orientation, or any characteristic protected by applicable law. < Non-Discrimination - All employment-related decisions should be made in compliance with federal, state and local laws pr discrimination in employment. Prohibition of Retaliation - Retaliation based on an employee's report or complaint of discrimination is prohibited. Employs report perceived retaliation to ER Services at 1.800.551.3539. CIGNA will take appropriate disciplinary action against any proven to have taken adverse action against an employee on the basis of the employee's complaint or reporting of discrin AfTimtative Action - CIGNA locations should ensure quality of opportunity in all aspects of employment, including efforts tc candidate pool for open positions includes diverse qualified applicants. Candidates should be selected based on qualifica

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Work Environment
· Employment Dispute Resolution Program - Leam how CIGNA's program aims to resolve employment-related disagreements and problems quickly and fairly. · Corporate Security & Violence - CIGNA is committed to providing a safe and secure work environment for all employees. Also leam about CIGNA's position on Workplace Violence and Domestic Violence. · Manager's Guide to Office Safety & Health - click here to go to the Corporate Risk Management website. From the menu on the left, select "A Manager's Guide" under Safety Manuals. · Harassment - CIGNA policy prohibits all work-related harassment and provides an effective tool to address employee complaints. « Smoke-Free Environment - Be sure to understand and follow CIGNA's policy regarding smoking and other tobacco products. mr^TA personal CIGNA f,ortblic.

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Operating Policies
Click here for information on CIGNA's policies for obtaining and reimbursing business-related expenses (i.e. business travel, office supplies, technology equipment etc.). Office Emergency Please call CIGNA Security & Investigations at 1.800.222.0852 in the event of immediate danger (i.e. threats, assaults). Supervisors and managers who receive such reports should seek advice from ER Services regarding the incident and appropriate follow-up action.

Smoke-Free Policy
CIGNA is committed to providing you a healthy workplace. Consequently, smoking and use of snuff or chewing tobacco are prohibited at all U.S.-based facilities. At its discretion, local management may designate outdoor smoking areas. Violation of this policy may result in your being disciplined, up to and including termination. Back to Top

Copyright © 2005 CIGNA. See Legal Disclaimers and Corporate Policy on electronic communications.

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Diversity
Corporate People Diversity was established in 1990 to develop CIGNA's overall people diversity strategy and assist in its implementation. CIGNA's profitability and success will be enhanced by recognizing, respecting and valuing individual differences. Our mission is to create and support a work environment that attracts and retains the most talented, ethical, knowledgeable, mutually supportive and diverse people. . '· The department is a resource for the following areas: 9 Oversight for Equal Employment Opportunity and Affirmative Action Plans · Diversity consultation for managers and employees · Assist in attracting experienced and newly degreed hires both internally and externally to CIGNA business and functional groups · Support the Performance Management Process, Succession Planning Process and the valuing of all people in the organization To reach us, contact: Curt Mathews, VP, Corporate EEO/People Diversity 215.761.6501 curt.mathews(a>ciqna.com Patti Kelly, Sr. EEO/People Diversity Consultant 215.761.6098 patricia.kellvtajcigna.com Chris Williams, Administrative Assistant 215.761.6095 [email protected] Fax: 215.761.5467

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Corporate Diversity Statement
Read CIGNA's Corporate Diversity Statement Your Role Today, more than any other time, we must identify ourselves with present and potential clients and customers. We must understand and delight them by creating more innovative solutions, superior service, utilizing diverse employees, suppliers, brokers and vendors. Your Role: » Abide by all Employment Laws · Mirror the Community · Encourage inclusion of the Different Voices within our Company · Use the diverse people resources you have to enhance our Client and Customer Relations

Copyright © 2005 CIGNA. See Legal Disclaimers and Corporate Policy on electronic communications.

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Representation
Overall representation of women and minorities continues to be competitive, primarily as a result of our continuing diversity efforts. As of 2004, CIGNA's representation for women is 76% and the minority representation is 25%. Women hold 71% of the Managerial / Professional positions at CIGNA and minorities hold 19% of these positions.

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send to the Human Resources Department for your Division. Voluntary Self-Identification Form

Diversity/Employee Councils
CIGNA has active diversity/employee councils in various business and functional groups throughout the corporation. The responsibility of these inclusive groups is to support the corporation with projects that help close gaps regarding our employee survey results and/or provide recommendations for attracting, hiring, developing, and retaining the best people. Some of the projects these groups have worked on are: new hire orientation, mentoring, retention, brown bag lunch seminars and various workshops (i.e. disability awareness). , yOUI personal CIGNA portfolio life

Minority/Women Vendor Program
CIGNA believes the success of minority- and women-owned businesses adds to our success and to that of the communities in which we all reside. These businesses help provide economic stability in city neighborhoods and small towns by generating income, jobs, and opportunity. They also understand the value of service, and what it means to go the.extra mile. Helping minority- and women-owned businesses succeed is a commitment shared by all our employees. At CIGNA, we believe that caring is good business.

Copyright'© 2005 CIGNA. See Legal Disclaimers and Corporate Policy on electronic communications.

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Measuring Diversity
Board of Director Meeting
Corporate People Diversity reports to the People Resources Committee of the Board of Directors two times a year on the company's diversity progress.

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Diversity Reviews
The Vice President of Corporate People Diversity conducts diversity reviews twice a year with each business/functional lead and human resource officer. These reviews are held to monitor progress on all diversity initiatives and to provide additional support to the business and functional groups with recruitment and retention.

Diversity Consortium
Corporate People Diversity is an active member in a consortium of non-competing companies to share ideas and best practices related to diversity.

Employee Surveys
Employee opinion survey data are used by the business/functional groups and the diversity advisory councils to monitor and help focus our diversity initiatives.

Copyright © 2005 CIGNA. See Legal Disclaimers and Corporate Policy on electronic communications.

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National Recognition Awards
CIGNA has received recognition from the following organizations, institutions and publications: · Family Digest as one of the best companies for African Americans « Greater Valley Forge Human Resources Association, for our diversity efforts · Diversitylnc. "Top 20 Noteworthy Companies", for our strong percentage of African American new hires, strong percentage of African Americans in management, worklife benefits, linking diversity compensation to bonuses and raises and our supplier diversity · Minority Corporate Counsel Association, for furtherance of diversity in the legal profession · Latina Style Magazine as one of the 50 best companies for Latinas to work for in the U.S. 9 Urban League of Philadelphia, for our support of the organization's mission, vision and goals » Black Data Processing Associates, Greater Philadelphia Chapter, for our outstanding commitment to the organization's goals and objectives » Black Collegian Magazine as one of the top 100 Preferred Employers · National Black MBA Association, Philadelphia Chapter, Certificate of Recognition Award · Information Week 500, as one of the top 100 companies leading U.S. business technology a Anti-Defamation League, Greater Hartford Workplace Diversity Award, for our workplace diversity practices that encourage all employees to achieve their full potential

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Copyright © 2005 CIGNA. See Leoal Disclaimers and Corporate Policy on electronic communications.

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EXHIBIT 151

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The CIGMA Vision;
At CIGNA, we intend to be the best at helping our customers enhance and extend their lives, and protect their financial security. Satisfying customers is the key to being able to meet employee needs and shareholder expectations, and will enable CIGNA to build on our reputation as a financially strong and highly respected company.

Why yon should work at CIGMA;
care about all people,
At CIGNA, it's our business to care, and that approach is grounded in the way we value, respect and encourage our employees. Our mission is to create and sustain an environment that attracts and retains the most talented, ethical, well-trained, supportive and diverse people, which will ensure CIGNA's profitability and success. Through various training and development programs and the work of diversity councils, we strive to help employees become more successful in their individual careers--because their success ensures our success. We're proud of their dedication, integrity and accomplishments. ° -W>v^f(s/qna.com .
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care about the similarities and differences in our people, We know that similarities and differences help us achieve common goals by using innovative and creative ideas for solutions. We understand that a culturally rich work force more fully serves our customer base, and is essential to CIGNA's success. We value people from different backgrounds, with varying skills, talents, and abilities because their different perspectives strengthen CIGNA's ability to adapt to today's rapidly changing market conditions.

We care about our reputation ° CIGNA has been recognized annually since 1992 by Working Mother magazine as one of the top 100 Companies for Working Mothers. o CIGNA has been recognized as one of the 25 Best Companies for female executives by Working Woman magazine. ° CIGNA has been recognized as one of the 50 Best Companies for Latinas to work for in ' the United States, o The Department of Labor has awarded CIGNA the EVE award (Exemplary Voluntary Efforts) for outstanding programs that have enhanced equal employment opportunities in the workplace.

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