Dear Associate, You are joining a team of more than 3,800 associates who share the vision of being the leader in government sponsored health care programs. Our focus is on serving families, children, aged and disabled citizens who qualify for government-assisted health care, and we welcome your commitment to helping us earn the trust of those with whom we work and serve. WellCare was founded in 1985 with three associates and has grown to become the largest Medicare and Medicaid only provider in the nation. Today, we serve approximately 2.3 million members across the U.S. and share the common goal of enhancing the lives of those who depend on us. Our team is engaged in an effort to set the compliance standard, deliver better than our competitors, build a high performing business and invest in growth. By joining our family, you have committed to the highest standards of ethics, compliance and corporate governance. We must be responsible for the commitments we make and the results we deliver. Our actions must consistently demonstrate a high level of integrity and we encourage a collaborative approach in the way we work. We look forward to your involvement as part of a team that is working towards earning the right to lead. Your efforts will be integral to helping us deliver excellent service to our partners and building a high performing business. Welcome to our team! Sincerely, WellCare’s Senior Leadership Team

Introduction WellCare is a leading provider of managed care services dedicated to government-sponsored healthcare programs, focusing on Medicaid and Medicare. We operate a variety of Medicaid and Medicare plans, including health plans for families, children, the aged, blind and disabled as well as prescription drug plans. The WellCare Group of Companies operates plans under the WellCare, Staywell, HealthEase, PreferredOne and Harmony brands. While we collectively refer to the organization in this handbook and for other purposes as "WellCare," please understand that all associates in the organization are associates of Comprehensive Health Management, Inc., a subsidiary of WellCare Health Plans, Inc. This Associate Handbook is not a contract of employment and should not be deemed as such. Rather, it is a general guide to the goals, policies, practices, benefits and expectations of WellCare. WellCare reserves the right to modify or deviate from the policies contained in this handbook as required by business needs. Future updates can be found on the WellCare Intranet, WellCareLink, at http://wellcarelink. Please check the intranet periodically for the latest version of the Associate Handbook.

WellCare Mission Statement & Core Values

Vision

To be the leader in government sponsored healthcare programs in partnership with the members, providers, governments, and communities we serve.

Mission Statement

WellCare will:

1) Enhance our members’ health and quality of life; 2) Partner with providers and governments to provide

quality, cost-effective healthcare solutions; and 3) Create a rewarding and enriching environment for

our Associates.

Core Values Partnership Members are the reason we are in business; providers are our partners in serving our members; and regulators are the stewards of the public’s resources and trust. We will deliver excellent service to our partners. Integrity Our actions must consistently demonstrate a high level of integrity that earns the trust of those with whom we work and serve. Accountability All Associates must be responsible for the commitments we make and the results we deliver.

Teamwork With our fellow associates, we can expect – and are expected to demonstrate – a collaborative approach in the way we work.

New Associate Orientation Human Resources welcomes new Associates during Orientation to make the adjustment to their new environment and to the organization as easy and as timely as possible. This Handbook includes specific information about our Company policies, benefits, and the payroll process. It is the Associate’s responsibility to complete and return all the forms and necessary documentation in a timely manner. We aim to provide new Associates with all the information needed to become well acquainted with WellCare. The orientation process is an excellent opportunity for you to open channels of communication through which you can obtain information and discuss any questions with your manager and/or Human Resources.

FRAUD PREVENTION AND WHISTLEBLOWER PROTECTION

The False Claims Act and Related State Laws The False Claims Act, 31 U.S.C. § 3729 et seq., makes it unlawful for any person or entity to submit a fraudulent claim for payment to the federal government. Specifically, the False Claims Act prohibits anyone from: (1) knowingly presenting (or causing to be presented) to the federal government a false or fraudulent claim for payment; (2) knowingly using (or causing to be used) a false record or statement to get a claim paid by the federal government; (3) conspiring with others to get a false or fraudulent claim paid by the federal government; and (4) knowingly using (or causing to be used) a false record or statement to conceal, avoid, or decrease an obligation to pay money or transmit property to the federal government. WellCare Health Plans currently has health plans in Florida, New York, Connecticut, Georgia, Louisiana, Missouri, Illinois, Ohio and Indiana. Many of these states have laws that are similar to the False Claims Act and prohibit companies from submitting false claims for payment to state or local governments. WellCare is committed to complying with the False Claims Act and all applicable state laws. Additional information regarding the False Claims Act, related state laws, and WellCare’s compliance procedures, is set forth in WellCare’s corporate ethics and compliance program which is called the “Trust Program”. The WellCare’s Fraud Prevention and Detection Procedures WellCare is committed to prevention and detection of fraud at every level. The “Trust Program” sets forth

detailed standards of conduct for corporate governance, including standards relating to fraud and abuse. All Associates at WellCare receive training under the Trust Program and are expected to both familiarize themselves with the Program and adhere to its terms. Whistleblower Protection The False Claims Act makes it unlawful for an employer to retaliate against any associate because of the associate’s investigation for, initiation of, testimony for, assistance in, or any other lawful action taken by the associate on behalf of the associate or others in furtherance of an action filed, or to be filed, under the False Claims Act. Similar state laws also may provide protection against retaliation. WellCare will not tolerate any such retaliation. WellCare’s complaint procedure provides for an immediate, thorough and objective investigation of any claim of retaliation prohibited by the False Claims Act or similar state laws. If you believe that you have been retaliated against, you should provide a written or verbal complaint to your immediate supervisor or to the Human Resources Director as soon as possible. Your complaint should be as detailed as possible, including the names of individuals involved, the names of any witnesses, and any documentary evidence. All complaints of prohibited retaliation which are reported to management will be investigated. WellCare will undertake and direct an investigation of the retaliation allegations. The investigation will be completed and a determination regarding the alleged retaliation will be made and communicated to the associate who complains and to the person(s) of retaliation.

If WellCare determines that an individual has suffered a retaliatory adverse action, WellCare will take what it considers to be immediate, effective remedial action against the person who has retaliated, including, but not limited to termination. WellCare will also take action to deter any future retaliation. Whatever action is taken against the person responsible for the retaliation will be communicated to the associate who complained.

Emergency Closings

Table of Contents

INTRODUCTION - Associate Responsibilities Dress Code Alcohol Usage Conflicts of Interest Second Job or “Moonlighting” Identification Badges Non-Solicitation Cell Phone Usage Camera Phones Recording Devices Reporting Injuries Inspection of Company/Personal Property Personnel Data Changes EMPLOYMENT Employment-at-Will Equal Employment Opportunity Americans with Disabilities Act Career Opportunities/Job Posting Motor Vehicle Records Review Employment of Relatives Re-employment COMPENSATION/BENEFITS Compensation Process Promotions Overtime Time Keeping Pay Days Administrative Pay Corrections Pay Advances Pay Deductions Final Checks Benefits Paid Time Off Holiday Schedule/Floating Holiday Leaves of Absence

Tuition Reimbursement ASSOCIATE RELATIONS Performance Management Drug Free Workplace Appropriate Use of Internet/Intranet/Email Attendance and Punctuality Harassment Smoke-Free Workplace Workplace Violence Corrective Action & Performance Improvement Problem Resolution Procedure Separation of Employment

Introduction – Associate Responsibilities To achieve a high performance culture, WellCare expects Associates to use sound judgment regarding their actions and behaviors while on Company premises or on Company business. As a representative of our Company, it is vital that you conduct and present yourself in a professional and appropriate manner, which will foster good relations with your manager, other Associates, customers, vendors and other individuals who do business with WellCare. Our Associate Responsibility Policy emphasizes job performance meeting or exceeding standards, requirements for proper attendance and punctuality, behavior which reflects positively on WellCare, appropriate adherence to the dress code, honesty, a commitment to protect secure and confidential information, and strict compliance with government-regulated programs, including HIPAA, Medicare+Choice and the Trust Program, so as to prevent violation of associated laws which could result in civil fines or criminal penalties against WellCare and damage its reputation. Violations of this policy include, but are not limited to, alcohol usage while at work or while conducting Company business, conflicts of interests, damage to Company property, harassment or intimidating behavior of any kind, use of the Company’s resources for personal mail and/or telephone calls, gambling while on Company premises, carrying weapons or being in possession of illegal drugs while on Company premises.

Dress CodeWellCare’s dress code requires that you present a well-groomed, professional and businesslike image. General standards for personal appearance, grooming, and hygiene include, but are not limited to, the following:

• Attire considered acceptable in a business establishment. Hosiery or socks should be worn at all times.

• Hair that is clean, combed, and neatly trimmed or arranged.

• Sideburns, mustaches and beards should be neatly trimmed.

• Attention should be given to personal hygiene at all times.

Fridays are considered “casual day” with a relaxed dress code unless otherwise announced. Clothes should be neat and clean and free from tears, rips and fraying. When observing “casual day”, the following should not be worn:

• Midriff-baring tops or transparent clothing • Shorts of any kind • Tank tops and T-shirts with messages or

advertising slogans • Form fitting clothing and spandex garments • Sweatshirts or exercise garments • Leggings or leotards may be worn under skirts but

not as slacks • Flip-flops

Management reserves the right to interpret and apply the dress code as deemed appropriate. Associates who do not comply may be sent home to change. Non-exempt Associates will be docked for the time they are away from their workspace. Depending on the circumstances, other corrective action may take place.

Alcohol Usage As an Associate, WellCare expects you to be fully functional at all times while conducting daily business. Associates are prohibited from coming onto company premises, operating a company provided vehicle or working with alcohol in their systems. Associates should not bring open containers of alcohol (including medications containing alcohol) onto company premises. Off-the-job use of alcohol that affects performance on the job may lead to disciplinary action. If you appear to be under the influence, you will not be permitted to remain at work. Conflicts of Interest As an Associate, you are expected to use good judgment, to adhere to high ethical standards, and to avoid situations that create an actual or potential conflict between your personal interests and the interests of the Company. A conflict of interest exists when an Associate’s loyalties or actions are divided between the Company’s interests and those of another, such as a competitor, supplier, or customer. Both the fact and the appearance of a conflict of interest should be avoided. If you are unsure whether a certain transaction, activity, or relationship constitutes a conflict of interest, you should discuss it with your manager or the Chief Compliance Officer. Any exceptions to this guideline must be approved in writing by the Chief Compliance Officer. The following guidelines do not attempt to describe all possible conflicts of interest that could develop. Some of the more common conflicts, from which Associates should refrain, however, include the following:

• Receiving or giving gifts of cash or cash equivalents is never allowed;

• Accepting personal gifts or entertainment of more than $50 from competitors, customers, suppliers or potential suppliers. This includes travel, living or entertainment expenses. Gifts in excess of the guideline should be refused and the offer reported as being made;

• Working for a competitor, supplier or customer; • Engaging in self-employment that is in competition

with WellCare; • Using proprietary or confidential Company

information for personal gain or to the Company’s detriment;

• Having a direct or indirect financial interest in or relationship with a competitor, customer, or supplier;

• Using Company assets or labor for personal use; • Acquiring any interest in property or assets of any

kind for the purpose of selling or leasing it to the Company;

• Developing a personal relationship with a subordinate Associate, which might interfere with the exercise of impartial judgment in decisions affecting the Company or any of its Associates (see Employment of Relatives Policy).

Second Job or “Moonlighting”The practice of working a second job is sometimes known as “moonlighting”. While we recognize an Associate’s right to do as he or she pleases in their time off, we believe that a second job must not interfere with their position responsibilities at WellCare. This policy applies to all Associates. The holding of a second job should have no effect on an Associate’s productivity or performance and should not

conflict with WellCare’s objectives. It should also not cause or be considered an excuse for excessive absenteeism, or cause you to refuse required overtime work, or to be conducted or interfere with your responsibilities during regular business hours. Outside employment may not be with a WellCare competitor, or cause you to divulge confidential WellCare information. WellCare reserves the right to decide whether a second job is detrimental to the working relationship. Identification Badges To provide security at WellCare and in your respective area and facility, you are required to wear your identification badges at all times. You should also refrain from allowing unknown individuals into your work area. Non-Solicitation and Non-Distribution For safety and privacy reasons, you are prohibited from soliciting other Associates during work time for any activity or organization not sponsored or sanctioned by the Company. Solicitation includes verbal and written communication, the distribution of e-mails, circulars, handbills or other literature of any kind. Work time does not include break periods, meal times, or other specified times during the work day when you are not engaged in performing your work tasks. Posting or distribution of non-work related material should be limited to non-work areas. WellCare visitors are prohibited from soliciting Associates for any activity or organization not sponsored or sanctioned by the Company. Cell Phone Usage While at work associates are expected to exercise the same discretion in using personal cellular phones as is

expected for the use of company phones. Personal calls during the work hours, regardless of the phone used, can interfere with associate productivity and be distracting to others. Associates are therefore asked to make personal calls during breaks and lunch period. Associates should ensure that friends and family members are aware of the department’s policy. WellCare will not be liable for the loss of personal cellular phones brought into the workplace. Camera Phones The company prohibits associate possession or use of cameras in the workplace, including camera phones; as a preventative step believed necessary to ensure HIPPA compliance, secure associate privacy, trade secrets, and other business information. The company reserves the right to install security cameras in work areas for specific business reasons, such as security, theft protection, protection of proprietary information, etc. Recording Devices The company prohibits associate possession or use of cameras, camera phones, tape recorders or other recording devices in the workplace as a preventative step believed necessary to secure associate privacy, trade secrets and other business information. Reporting Injuries You must immediately report any accident, injury or illness incurred while performing work-related functions for WellCare to your manager, who will in turn notify the Benefits Department. The Benefits Department will provide you with information regarding medical care; if needed. Associates may be subject to post-accident drug testing. This also assists the Company in correcting potential safety and health hazards and ensures compliance with OSHA regulations.

Inspection of Company/Personal Property The Company reserves the right to search Company property including but not limited to desks, file cabinets, lockers and computers as it deems necessary, with or without notification. The Company also reserves the right to inspect personal property, including but not limited to, boxes, packages, lunch boxes, sports bags, handbags and briefcases. Failure to comply with WellCare’s Associate Responsibility Policy may result in corrective action, up to and including termination. Personnel Data ChangesIt is your responsibility to promptly notify WellCare of any changes in your personnel data. Personal mailing address(es), telephone number(s), number and name(s) of dependent(s), individual(s) to be contacted in the event of an emergency, educational accomplishments, and other similar items must be accurate and current at all times. If any personnel data has changed, complete an Associate Information Change Form found on WellCare Link and submit to Human Resources.

Employment-At-Will At WellCare, it is our practice to hire Associates in an at-will employment relationship. This means that employment with the Company is at the mutual consent of both parties and everyone hired by the Company is employed for an unspecified time, and the employment relationship can be terminated at-will by either party, with or without cause or advance notice, at any time.

Equal Employment Opportunity

WellCare strives to attract and retain the best-qualified Associates, and to provide an environment that fosters productivity by a highly diverse workforce. Equal employment opportunities are provided to all Associates and applicants, and the Company is committed to complying with laws regarding Equal Employment Opportunity. All decisions on employment, promotions, benefits, training, and other programs will be based solely on an individual’s qualifications and the ability to perform the essential functions of the job with or without reasonable accommodation. As an Associate, it is important that you: 1. Understand and adhere to the Company’s guidelines

and practices relative to Equal Employment Opportunity.

2. Treat fellow Associates, applicants, customers, vendors, and other Company contacts with dignity, respect, and equality.

3. Promptly communicate issues and concerns to management and/or Human Resources.

Americans with Disabilities Act (ADA)

WellCare makes it a practice to consider internal and external applicants for available positions on the basis of their qualifications and abilities without regard to physical and/or mental disabilities not related to job requirements. Employment and career development decisions are based solely on an individual’s qualifications and the ability to perform the essential functions of the job with or without reasonable accommodations. WellCare will make every effort to make reasonable accommodations for the physical or mental limitations of an Associate or applicant unless such an accommodation would impose an undue hardship on the Company’s ability to conduct business.

Information regarding an Associate’s health is a personal and confidential matter, and the Company will take all reasonable precautions to protect all information regarding an Associate’s medical condition. WellCare’s policies are in compliance with federal legislation including the Rehabilitation Act of 1973 and the Americans with Disabilities Act (ADA) of 1992. WellCare’s definition of a “disabled” individual is consistent with applicable federal and/or state law.

Career Opportunities/Job Posting WellCare is committed to hiring and retaining a highly productive, customer-oriented workforce. We believe it is important to offer our Associates growth and advancement in their careers within the Company. Through the Job Posting Program, you will have an opportunity to apply for open positions for which you are qualified. To be eligible to post for an open position, you must:

1. Meet the minimum requirements for the position, 2. Be in your current position for a period of nine

months (one year for exempt associates), 3. Have a minimum overall rating in the “Meets

Expectations” category on your most recent performance appraisal.

If you are currently on corrective action, you are not eligible to post for an open position. However, upon successful completion of a Performance Improvement Plan, your performance may be re-evaluated. Although external recruitment efforts may take place concurrently with internal posting of positions, WellCare

is committed to considering qualified, interested Associates for open positions. As a general rule, open positions will be posted for Associate consideration. The jobs will be posted for a minimum of 5 business days before any offers are extended. However, circumstances may arise where management, at its discretion, may determine not to post a specific position.

Motor Vehicle Records Review Motor Vehicle Review (MVRs) guidelines for both candidates and Associates are designed to ensure the safety of the public and our Associates, and to limit the organization’s liability related to driver safety. MVRs are conducted on at least an annual basis for Associates whose current job duties require full- or part-time operation of a vehicle. This applies whether the vehicle is Company-provided or the individual’s personal vehicle. Additionally, MVRs will be conducted on all Company personnel whose compensation package includes a Company-provided vehicle or auto allowance, regardless of actual job requirements. Associates are expected to carry state mandated insurance coverage. MVRs are performed:

1. Before or during the extension of a job offer to candidates for employment.

2. Before or during the extension of a promotion or lateral job reclassification for a current Associate, if the new position requires full- or part-time operation of a vehicle.

3. On a periodic basis (ordinarily annually), to ensure that appropriate driving standards are being maintained.

Current and prospective Associates will be given a copy of their DMV report, if any “adverse action” is taken on the basis of information contained in the report (in compliance with the Federal Fair Credit Reporting Act – FCRA). An acceptable driving record is generally defined as one that does not contain an excessive number of moving violations or chargeable accidents in the preceding 36 months. However, repeated occurrences may place an Associate in the unacceptable category. An unacceptable driving record is generally defined as: 1. Four (4) or more moving violations or chargeable

accidents in the preceding thirty-six (36) months 2. Any one (1) conviction from the following list during

the preceding 36 months: • Driving While Intoxicated (DWI) • Driving Under the Influence (DUI) • Failure to stop and report when in an accident • Homicide or assault arising from the negligent

operation of a motor vehicle • Operation of a motor vehicle without a valid license

or permit, including when a license is suspended or revoked

The numerical standards as noted are provided as general guidelines only. The actual number or type of incidents after which an Associate’s driving record may be deemed unacceptable is a matter of judgment and dependent on the circumstances surrounding each incident. WellCare reserves the right to use discretion in reviewing each incident and the appropriate response based on determination of the circumstances.

Employment of Relatives

WellCare strives to recruit, hire, and retain the most highly skilled individuals but also makes every effort to avoid placing individuals in situations where conflicts of interest exist, to the detriment of the Associate or the organization. Your relatives will be given consideration as long as their employment does not create conflicts for the Company or with you or other involved individuals. It is very important that you disclose any relationships of this nature should a situation that may create a conflict arise. WellCare defines family members as:

Mother, Father, Siblings Spouse, Children Grandparents Stepchildren, Stepparents In-Laws Aunts, Uncles, Cousins Members of the Associates’ household

Close personal relationships that could result in an actual or perceived conflict of interest may also be considered under our Company’s guidelines on employment of relatives. Members of an Associate’s family or household should generally not be employed under the following conditions: 1. Where they would have positions within the same

department. 2. In a supervisor/subordinate relationship where a

relative can directly or indirectly influence or approve the work, salary action, or promotional opportunities of another relative.

3. In a department where control/audit over the work of one department is the responsibility of another department where there is an immediate family member.

4. Where an Associate is privy to confidential information regarding the Company or other Associates where, if shared, could constitute a breach of confidence.

Situations such as the marriage of two people employed by the Company should be brought to the attention of Human Resources, who will review the situation and take action, if appropriate.

Re-employment WellCare is committed to hiring the most qualified candidates who can assist the Company in meeting its business objectives. Therefore, we will consider former Associates for re-hire provided they meet the minimum qualifications of the open position for which they are applying and have had a previously satisfactory employment record with the Company and any of its subsidiaries, and affiliates. If a former Associate is re-hired as a regular full-or part-time Associate after a break in service, the Associate immediately receives credit for their prior service with the Company in the following manner:

• Their Original Hire Date is reverted to the date that they were first hired by the Company.

• Their Rehire Date becomes the date that they returned to work. Their Adjusted Service Date is their original hire date, adjusted by the amount of time they were away from the Company.

• For example:

Original Date of Hire

02/01/2000

Termination Date 06/15/2003 Re-hire Date 09/15/2003 Time Away from the Company

3 months

Adjusted Service Date

05/01/2000 (original date adjusted by time away)

The Company’s Re-Employment Policy is intended only to impact an Associate’s eligibility for vacation accruals and severance benefits which would be based on the Adjusted Service Date. All benefit plans (i.e., Medical/Dental, Life, 401(k) and STD/LTD), are governed by specific plan regulations which will in all circumstances control benefit determinations and are not intended to be impacted by the Re-Employment Policy. Health and welfare benefits would be affected as follows:

• If an Associate returns to work within 30 days after coverage is terminated, coverage will be reinstated retroactive to the first day of the calendar month, provided the Associate premium is paid. If the Associate premium is paid, waiting periods for all benefits plans are waived.

• If the Associate’s premium is not paid or if the Associate returns to work more than 30 days after coverage was terminated, the re-hired Associate would be eligible to enroll in Company-sponsored health and welfare plans based on the rehire date.

Compensation Process

WellCare’s objective is to compensate Associates appropriately based on the Associate’s relative contributions to the organization, relevant market data for each position, and the Company's ability to pay. Job descriptions are kept up-to-date, shared with all associates and used to assist in determining market value. The job market is monitored on a periodic basis so that compensation pay programs remain competitive.

Promotions WellCare strongly supports individual development and professional advancement by encouraging internal promotion of qualified Associates. Our Company's "promote from within" strategy seeks to reward high-quality contributions from individuals who are ready to assume greater responsibility within the organization. When an Associate is promoted, there is often a salary increase corresponding with the increased level of responsibility.

Overtime The Company strives to support a reasonable and proper balance between work life and home life. However, on occasion, it may be necessary for you to work overtime to meet production or customer service requirements. When the need arises, you will be expected to work the overtime hours as requested. Your manager will make every reasonable effort to anticipate the need for forthcoming overtime hours and provide you with appropriate advance notice, if possible. It is WellCare’s intent to pay Associates fairly and in accordance with all applicable laws regarding overtime hours. PTO, and other approved time off is not

considered as time worked for purposes of overtime calculations. Overtime work should always be approved before it is performed.

Time-Keeping Each non-exempt Associate is responsible for accurately recording his or her time worked through the approved method in your work area. Federal and state laws require WellCare to keep these records in order to calculate Associate pay and benefits. Time worked is the time actually spent on the job performing assigned duties. Non-exempt Associates should accurately record the time they begin and end their work, as well as the beginning and ending time of each meal period. They should also record the beginning and ending time of any split shift or departure from work for personal reasons. Associates are responsible for verifying the accuracy of the worked time reported and for submitting Time-Off Request & Reporting forms in a timely manner. Altering, falsifying, tampering with time records, or recording time on another Associate’s time record may result in disciplinary action, up to and including termination of employment.

Pay Days Pay periods are two-week periods beginning on Sunday and ending on Saturday. Most Associates are paid biweekly on every other Friday. Each paycheck will include earnings for all work performed through the end of the payroll period which ended the previous Saturday.

Commissioned Associates are paid semi-monthly, on the 15th and last day of the month. In the event that a regularly scheduled payday falls on a day off such as a holiday, you will be paid on the last day of work before the regularly scheduled payday.

Administrative Pay Corrections WellCare takes all reasonable steps to ensure that you receive the correct amount of pay in each paycheck and that you are paid promptly on the scheduled payday. In the unlikely event that there is an error in the amount of pay, please bring the discrepancy to Payroll so that corrections can be made as quickly as possible. In the case of direct deposit, every attempt is made to check the account (through a pre-note process) to ensure accurate processing. It is the responsibility of the Associate to make certain the direct deposit worked and subsequent payroll deposits have been credited. WellCare will not assume any responsibility for bank fees or non-sufficient funds (NSF) charges associated with direct deposit.

Pay Advances WellCare does not provide pay advances on unearned wages.

Pay Deductions WellCare makes all deductions as required by federal and state law from every Associate’s compensation. This includes applicable federal and state withholding taxes, Social Security taxes on each Associate’s earnings up to a specified limit, and Medicare withholding. WellCare

contributes the employer’s share of Social Security and Medicare taxes. If you have questions concerning benefit deductions or how they were calculated, please contact Human Resources. All other concerns should be addressed with the payroll department.

Final Checks Any outstanding monies due an Associate upon termination will be processed the following payroll. All direct deposits will be cancelled upon termination. All final checks will be mailed to the Associate at the last known address. Any questions regarding final payments should be addressed with Human Resources. Upon termination, any time taken and paid in excess of earned PTO accrual will be deducted from an Associate’s final pay, in accordance with state and federal law.

Benefits WellCare offers Associates a competitive array of benefits on the first of the month following 30 days of employment. Associates may enroll in medical, dental, and vision coverage. Basic Term Life Insurance and Accidental Death & Dismemberment Insurance are paid for by WellCare for each Associate. Associates may purchase optional Life Insurance for themselves and/or their dependents. WellCare also provides our Associates with Company-paid Disability Benefits in the event an Associate goes out on short- or long-term disability.

A qualified retirement plan – 401(k) – is also offered to Associates following 30 days of employment.

Paid Time Off WellCare is committed to helping you achieve a balance between work and your outside interests and responsibilities. Through the use of Paid Time Off (PTO), you will have at least 18 days per year to use for vacations, personal business, individual or family illness. The following schedule shows your accrual based on years of service: Per Pay Period Years of Service Annual Accrual Bi-weekly Semi-Monthly 0 – 5 years 18 days 5.54 hours 6.00 hours 5+ years 23 days 7.08 hours 7.67 hours If you are a part-time associate working between 32 - 39 hours per week, your PTO benefit is 80% of the full-time benefit. Your accrual schedule is as follows: Per Pay Period Years of Service Annual Accrual Bi-weekly Semi-Monthly 0 – 5 years 14.4 days 4.43 hours 4.8 hours 5+ years 18.4 days 5.66 hours 6.13 hours Associates begin accruing PTO upon hire but are not eligible to use PTO until after the completion of 90 days of employment. Non-exempt Associates may request PTO in hourly increments. Exempt Associates may only be charged for full day absences. You are encouraged to take your time off within the calendar year in which it is earned. No more than 40 PTO hours may be carried over to a new calendar year.

You must submit a Paid Time Off Request and Reporting Form and have your manager approve all requests for your PTO. Requests for paid time off time should be made as far ahead as possible, but at least two weeks notice should be given. With your manager’s approval, you may also request PTO in advance of having earned the time. However, time advanced cannot exceed 20 hours. If your employment with WellCare terminates and there is a negative balance in your PTO account, you expressly agree that the pay for hours/days taken but not earned will be deducted from your final paycheck. Accrued but unused PTO will not be paid out at termination except in the case of a reduction-in-force (RIF), or where mandated by state law. PTO should not be utilized after associates submit their resignation, as this time is needed to transition their work within their department. Half of the time in the PTO bank must be taken before going on unpaid leave under the Family Medical Leave Act (FMLA). All the time in the PTO bank must be exhausted before any other unpaid leave will be granted. PTO time may be used in conjunction with FMLA and Short Term Disability to supplement income as allowed by Company policy. At no time will income received on disability exceed that which would be received while on the job. Associates below the level of Manager and not participating in any bonus or commission program, may elect to take payment for up to half the hours that have accumulated in their PTO banks up to a maximum of 40 hours. Associates will need to make this election in writing. Payment will be made in the first paycheck in December. No advances to PTO will be made to Associates electing this payout for the remainder of the calendar year.

Holiday Schedule/Floating Holiday Again, in order to help you maintain an appropriate balance between work life and personal and family life, WellCare offers management-designated and floating holidays to eligible active, regular, full-time and part-time Associates. Management-Designated holidays are specifically designed by the Company to be observed by all Associates and are excused days from work, with pay, for Associates. Following is WellCare’s holiday schedule as determined by the Executive team.

New Year’s Day Memorial Day Independence Day Labor Day Thanksgiving Day Day after Thanksgiving Christmas Day

In the event that an Associate is required to work on a management-designated holiday, the following will apply:

• Full-time non-exempt Associates will receive 8 hours of holiday pay in addition to the actual hours worked on the holiday.

• Eligible part-time Associates will receive holiday pay on a pro-rated basis in addition to the actual hours worked on the holiday.

To be eligible to receive pay for management-designated holidays, you must be on active, regular, full-time or part-time status at the time of the holiday. Additional eligibility requirements are as follows:

• Newly hired Associates are immediately eligible for holiday pay if they are otherwise qualified.

• Part-time Associates must work a minimum of 32 hours per week to be eligible for this benefit and will be paid on a pro-rated basis in accordance with their regular schedule.

• Non-exempt Associates must work their regularly scheduled shift, or be on pre-approved vacation, jury duty, bereavement leave or floating holiday time on their first scheduled working day before and after the holiday to be eligible for holiday pay.

In addition to the above-mentioned management-designated holidays, two floating holidays will be available beginning January 1 for use during the calendar year. The unused floating holiday cannot be carried over at the end of the calendar year, and will not be paid out upon termination, unless mandated by state law. Newly hired Associates, after 90 days of service, are eligible for their two floating holidays if they are hired before June 30th. If hired between July 1st and September 30th, you will be allowed one floating holiday. If hired after October 1st, no floating holiday will be earned for that year. To use your floating holiday, you must submit an Associate Time Off Request and Reporting form for approval to your manager.

Leaves of Absence

WellCare has established Leave of Absence (LOA) guidelines to assist Associates who require time off in the form of a leave for the following reason(s): • Bereavement • Jury Duty • Family Medical Leave Act (FMLA) • Medical (not eligible for FMLA)

• Personal reasons • Workers’ Compensation • Military duty • Victim’s Economic Security and Safety Act (VESSA) –

IL only

Bereavement Leave The bereavement leave policy grants Associates up to five (5) paid days off to visit close family members who are dying, or to allow for the grieving and attendance at the funeral of close family members. Close family members are defined as follows: Mother, father, sister, brother, husband, wife, son, daughter, grandmother, grandfather, and the same by marriage. A family member who is a member of the household is also considered under this policy. Management may require evidence of the need for the leave under certain circumstances or conditions.

Jury Duty This paid leave policy allows you to perform your civic duty when summoned to serve as a juror in a state or federal court. You will be excused from work for adequate time to fulfill this obligation. This paid leave policy does not apply to attendance at hearings for personal issues or when an Associate has been subpoenaed to court unless the case is related to WellCare business. WellCare will provide associates unpaid leave when an Associate has been subpoenaed to Court in a matter that is not related to WellCare business.

Family Medical Leave Act (FMLA) Eligible Associates may be granted a maximum of 12 weeks in a “rolling” 12-month period as unpaid time off under the Family Medical Leave Act for the following reasons: • Birth/adoption of a child • Placement with the Associate of a child in foster care • Serious health condition of family member (child,

parent, or spouse) requiring an Associate to care for them

• Associate’s own serious health condition To be eligible for a family medical leave, you must have been with the Company for one year and completed 1,250 hours of work. Depending on the reason for your request for leave, medical or legal documentation will be required. If a leave is granted for a medical reason, a release to return to work will be required from your doctor. All releases must be brought to Human Resources prior to reporting to work area. If you fail to return from leave after the time granted, you may be terminated for failure to return from leave.

Unpaid Medical Leave (for Associates not eligible for FMLA) WellCare allows Associates who are not eligible for the Family Medical Leave of Act (FMLA) and need time off to care for personal medical conditions, a maximum of six weeks during the first year of employment. An Associate who does not return to work at the end of the approved leave period, or within the maximum leave period, may be terminated for failure to return from leave.

Unpaid Personal Leave Personal Leaves of Absence may be granted to Associates (with a minimum of one year of service) requesting time off to take care of personal issues. A maximum of six weeks may be granted for a personal leave of absence. All PTO must be used prior to granting a leave without pay. PTO time will run concurrently with the leave.

Victim’s Economic Safety and Security Act (VESSA in IL only)

Associates who are a victim of domestic or sexual violence, or have a family or household member who is a victim of domestic or sexual violence, may be granted a maximum of 12 weeks in a rolling 12-month period as time off to address the issue.

Workers’ Compensation Workers’ Compensation Leaves of Absence grant time off for a work-related injury or illness. This time off runs concurrently with FMLA.

Military Military Leave of Absence grants an Associate time off to perform active or reserve military duty on a voluntary or involuntary basis. Human Resources is available to assist you with any questions you may have regarding the above leaves.

Emergency Closings

At times, emergencies such as severe weather, fires, power failures, or natural disasters can disrupt Company

operations. In extreme cases, these circumstances may require the closing of a work facility. In the event of severe weather or other known emergencies that occur prior to WellCare’s opening for business, a predetermined emergency notification process will be implemented. In the event of changing conditions, updates will be provided as necessary. If severe weather or any other emergency occurs during the workday, you will be notified as soon as a decision is made on continuance of operations.

Tuition Reimbursement WellCare recognizes the value of education to your career development and to the growth of the organization and wants to assist you in your pursuit of business-related educational goals through our Tuition Assistance Program. Qualified Associates (those whose current job performance and attendance are rated “meets expectations” or higher) are eligible for the Tuition Assistance Program provided they have completed 30 days of active full-time, regular employment. Associates must remain on active, full-time regular status while under this program and may become ineligible if they convert to part-time or temporary status, or terminate employment prior to tuition reimbursement. Tuition assistance applies to courses required for a degree program provided that the course of study is: • in a field that is related to an Associate’s present or

future career path;

• required to complete an associate, bachelor, or graduate degree in a field that will have work-related application;

• expected to improve or enhance job performance. Classes must be taken at an accredited college or university, technical, vocational, trade or business school and are taken on your own time. Classes should not interfere with attendance, job performance, or work responsibilities. You must obtain approval from your manager, area leader, and Human Resources 30 days in advance of starting the course. This must be written approval, documented by completing the Tuition Assistance Program Application. The maximum tuition assistance an Associate may receive is $3,000 per calendar year (gross before taxes, where applicable) based on the year in which the reimbursement is paid. Percentage of reimbursement is dependent on the grade you receive: A, B, or Pass – 90% of tuition and fees, and C – 70% of tuition and fees. Class work receiving D, Fail or an incomplete grade will not be eligible for reimbursement.

Performance Management

WellCare’s performance management process is designed to assist all Associates in achieving and sustaining high levels of performance. The process involves joint responsibilities between you and your manager. We believe you should be very involved in managing your performance, which is critical to your development as well as the Company’s continued success. Part of this process will also include consideration of the extent to which you, during the period being evaluated, adhered to the Trust Program and HIPAA Compliance

Program privacy-related policies and procedures and participated in the HIPAA Compliance Program’s training and education programs related to privacy. The extent to which you adhered to the Medicare+Choice Compliance Program’s Standards of Conduct and policies and procedures and participated in the training and education programs will also be considered. As a key element of the performance management process, WellCare is committed to the fair and equitable assessment of your performance. This assessment occurs in the form of an annual performance appraisal. The annual performance appraisal provides you with clear information regarding your performance during the past year. It also focuses both you and your manager on future performance needs. WellCare has developed a standard Performance Appraisal form and other tools for documenting and communicating performance feedback on a regular basis. We encourage Associates to become active participants in their performance reviews and career development plans.

Drug-Free Workplace

WellCare is committed to providing a drug-free workplace. The Company is concerned about the health and well-being of its Associates and recognizes that drug dependency can adversely affect and jeopardize health, relationships, job performance, and the professional reputations of Associates and the organization. A screening process has been established to ensure that no newly hired Associates are drug dependent. The Company also reserves the right to test Associates who are suspected of being under the influence of illegal substances and/or suffer a workers’ compensation injury.

Reporting to or being at work with a measurable amount of illegal drugs in the body is strictly prohibited. The manufacture, distribution, dispensing, possession, sale, purchase, and/or use of drug paraphernalia, and/or a prohibited controlled substance while on Company property or Company business is a violation of our drug-free workplace policy. Further, the unauthorized use or possession of prescription drugs or over-the-counter drugs while on Company property or Company business is also a violation of the policy. The use of any substance, which causes or tends to contribute to unacceptable work performance, is also prohibited. An Associate who has a lab confirmed "positive" test for any illegal drug is in violation of this policy, unless a medical explanation for the presence of the drug(s) is presented and accepted by the Medical Review Officer (MRO) in which case the test result will be ruled as “negative”. Violation of this Policy shall result in corrective action, up to and including termination, even for a first offense, depending on the severity of the violation. However, it is the desire of the Company that Associates who have a controlled substance abuse problem get help. Associates who have an initial positive drug test result will be expected to attend and complete, a company approved rehabilitation program in order to maintain their employment. A second positive drug test result will be cause for immediate termination. A refusal to test will result in immediate termination.

The Company reserves the right to search Company property including but not limited to desks, file cabinets, lockers and computers as it deems necessary, with or without notification. The Company also reserves the right to inspect personal property, including but not limited to,

boxes, packages, lunch boxes, sports bags, handbags and briefcases.

Appropriate Use of Internet/Intranet/Email

WellCare provides Associates with electronic resources, such as Internet, Intranet, Voicemail and E-mail access, to assist in conducting Company business in the most efficient manner possible. It is important that these resources are used in an acceptable, productive, and prudent manner, and that guidelines be in place so that both the Company and its Associates are protected from improper usage, including anything of an illegal or unethical nature. In addition, WellCare has established procedures to protect the security and integrity of Protected Health Information and all Company communications as well as to hold Associates responsible for following proper procedure when Protected Health Information is sent via electronic mail. “Appropriate use” is defined as using Company resources for business purposes. WellCare reserves the unlimited right to access and review all traffic transmitted through or received by Company-provided equipment and services. This includes all Internet, Intranet, and E-mail traffic. Associates should not have any expectations of privacy when using the Company’s computers, networks, or associated services. Violation of proper usage guidelines may result in corrective action, up to and including termination. Incidental personal use is permitted so long as it does not violate any of the provisions of this policy and does not inhibit or interfere with business operations. In all cases, Associates’ access to, and use of this resource is up to the discretion of management.

Attendance and Punctuality

WellCare has a commitment to quality and service and every Associate’s hard work and dedication is critical to the Company’s success. Regular and punctual attendance is expected and it is important that you are at your desk and ready to work at the appointed time. The Company grants paid time off time to each Associate based on length of service. You are also eligible for two floating holidays (depending on date of hire). Requests for paid time off time should be made as far ahead as possible, but at least two weeks written notice should be given. Vacation time is granted at the discretion of management and although every effort will be made to accommodate requests for time off, requests may be refused due to business needs. Vacation time, when requested in the manner described above, is not considered an occurrence under the disciplinary section of this plan. When you know that you will be absent from work, arrive late, leave early, or take a longer lunch break than usual (due to appointments or meetings), approval from your manager must be requested as soon as possible, preferably 48 hours before the absence but at least 24 hours in advance. Based on the workflow and business needs of the work unit, days off, late arrival or early departures are always subject to the approval of the manager. Approved planned absences will not be counted as occurrences under this policy. You must notify your manager of an unplanned absence or late arrival time within 30 minutes of your appointed work time. You should speak to your manager directly and state the reason for the absence and expected length of the absence or, in the case of a late arrival, the

estimated arrival time. If your immediate manager is not available, a message, which includes a contact number, must be left with the manager’s designee. Every effort should be made to talk with the appropriate person regarding an absence and messages should be left on voicemail only as a last resort. If you need to leave from work early due to unforeseen circumstances, approval should be requested prior to leaving. Unplanned absences, late arrivals, and early departures will count as occurrences under this policy. Occurrences will be tracked by each department for a rolling six-month period. Excessive absence or tardiness, as defined below, will result in corrective action up to and including termination. Each unplanned day off will count as one occurrence and each late arrival or early departure will count as one-half of an occurrence. Each continuous absence (consecutive days) will be regarded as one occurrence. The following guidelines outline the corrective action process for absenteeism and unsatisfactory attendance.

• Four (4) occurrences – Associate will receive a

verbal warning • Five (5) occurrences – Associate will receive a

written warning • Six (6) occurrences – Associate will be placed on

probation • Seven (7) occurrences – Associate’s employment will

be terminated If appropriate documentation is provided, the following absences will not be counted as occurrences for performance evaluation or corrective action:

• Jury Duty

WellCare is dedicated to creating and maintaining an environment free of acts of discrimination, harassment or

intimidation of any kind. Harassment in any form, by any Associate, manager, customer, vendor or other third party is strictly prohibited. Retaliation against those who lodge complaints of harassment is likewise strictly prohibited.

• Military Leave • Death in the Family (up to the limits as described

in Bereavement Leave Policy) • Medical Leave • Personal Leave • Workers Compensation • American with Disabilities Act (ADA) – Reasonable

Accommodations • Approved leaves and absences as defined by the

Family Medical Leave Act (see Family Medical Leave Policy)

• Other leaves provided by the laws of the state in which you work.

Patterns of absenteeism will also be addressed as appropriate (absences on Monday and Friday, the day before or after a holiday, and the day before or after planned absences). When an Associate is absent from work for three (3) consecutive days without properly notifying the manager or receiving authorization, the absence may be considered job abandonment and result in termination of employment. In accordance with the Family Medical Leave Act and the Company’s Policy, a physician’s release will be required for any absence of three (3) consecutive days or more. Associates who fail to provide a medical release when required will not be permitted to return to work until such release is provided. Failure to provide a release in a timely manner will be considered a violation of these policies and will result in corrective action up to and including termination.

Harassment

Harassment is defined as being any verbal or physical conduct that degrades or shows hostility or aversion toward an individual because of sex, age, race, national origin, religion, sexual orientation, marital status, veteran status, or membership in any other protected groups. Actions that alter the conditions of employment and create an abusive, hostile, or threatening work environment are considered to be “harassment”. Harassment can occur toward or between Associates, managers, customers, vendors, or third parties involved in business relationships with the Company. Harassing behavior includes, but is not limited to: 1. Unwelcome sexual advances, requests for sexual

favors, and other verbal, visual, or physical conduct of a sexual nature by a manager, co-worker, subordinate, or any Company contact that: • Is made either explicitly or implicitly as a term or

condition of an individual’s employment • Is used as the basis for employment decisions; • Has the purpose or effect of substantially

interfering with an individual’s work performance, or

• Creates an intimidating, hostile, or offensive work environment.

2. Offering employment benefits in exchange for sexual favors.

3. Making or threatening reprisals after a negative response to sexual advances.

4. Visual conduct, such as leering, sexual gestures, or displaying sexually suggestive objects, pictures, or posters.

5. Verbal conduct, such as making derogatory comments, slurs, or sexually explicit jokes, or graphic verbal comments about an individual’s body.

6. Physical conduct, such as touching inappropriately, assault, or blocking/impeding movement.

7. Transmitting or reproducing sexually or racially explicit material using Company equipment.

Any individual, Associate or third party, who has a complaint of harassment, or who has observed harassment of or by an Associate, manager, customer, or third party, is strongly urged to immediately report such conduct to a member of management and/or to Human Resources. This ensures that corrective and preventive measures can be made promptly (see Problem Resolution Policy). WellCare commits to communicate the Company’s policy on harassment to all newly hired Associates, verbally and in writing during New Associate Orientation and to communicate and reaffirm this policy to all Associates, verbally and in writing on a regular basis, in accordance with federal, state, or local requirements.

Smoke-Free Workplace

WellCare is committed to providing a healthy, comfortable and productive work environment for its Associates. The success of this policy will depend upon the thoughtfulness, consideration and cooperation of smokers and nonsmokers alike. All Associates share in the responsibility for adhering to and enforcing this policy.

Without exception, all areas of the workplace will be smoke-free. Smoking is not permitted anywhere in the workplace, including all indoor facilities and Company vehicles. Smoking is not permitted in private enclosed offices, conference and meeting rooms, cafeterias, lunchrooms, or Associate lounges. Additionally, smoking will be prohibited in front of all building entrances, windows and ventilation systems. Compliance with the smoke-free workplace policy is mandatory for all Associates and individuals visiting the Company, with no exceptions. Associates who violate this policy are subject to corrective action. Any disputes involving smoking should be handled through Human Resources. WellCare strictly prohibits retaliation against an Associate who invokes this policy and its implementation in the workplace.

Workplace Violence

WellCare is concerned about your safety and strives to provide as safe a working environment as possible by having preventive measures in place and by dealing immediately with threatening or potentially violent situations which may occur. In addition, all Associates should make every effort to ensure that WellCare is a safe workplace. WellCare will not tolerate inappropriate conduct, which includes but is not limited to intimidating or hostile behavior, physical abuse, assault, battery, vandalism or destruction of Company property, or any other act, which is deemed to be threatening in nature.

As an Associate, you should be familiar with Company policy regarding workplace violence, be responsible for

securing your workspace, report unauthorized persons on Company premises to your manager, report disruptive behavior of any individual to your manager, and take all threats seriously.

You should not confront individuals who are a threat or bring firearms or potentially dangerous weapons of any kind onto Company property.

Human Resources will serve as the primary source to handle potential and existing workplace violence situations and act as the Company’s liaison with law enforcement.

Corrective Action and Performance Improvement

WellCare promotes a philosophy of continuous performance improvement for its Associates to assist them in performing to their fullest potential. To help achieve the Company’s objectives, managers are expected to use effective coaching techniques and engage in open and positive communications with Associates on a regular basis regarding their performance. WellCare has established guidelines to assist in situations where an Associate’s performance or conduct is not consistent with established standards or expectations. Constructive corrective action allows for performance and conduct issues to be positively addressed and resolved for the benefit of both the Associate and the Company. WellCare does not intend to relinquish its right to terminate an Associate at-will, and this policy does not replace or contradict the at-will status of all Associates (see Employment-At-Will). Rather, this policy is only intended to provide guidelines that will assist managers in helping Associates identify and correct performance or

conduct issues. This policy does not create any contractual obligations on the part of the Company, express or implied. The Company does not restrict itself from altering its approach to corrective action as circumstances warrant. Managers must consult with Human Resources if such circumstances arise. As soon as a conduct or performance issue is identified, your manager should immediately discuss the issue with you in an informal counseling session. If informal counseling is not effective in resolving the conduct or performance issue, a formal Corrective Action process will generally begin. The first step in this process involves a formal Verbal Warning. If there is no improvement or insufficient improvement in your performance within the agreed timeframe of the Verbal Warning, your manager may document the issue(s) in a Performance Improvement Plan (PIP). The PIP should clearly describe the deficiency and the required improvements or corrections, establish timeframes for improvements, and document available resources offered to support you in your improvement efforts. If your conduct or performance improves, the manager will typically provide a written memo to you that will go into your file and close out the PIP. However, performance needs to remain at an acceptable level or further corrective action, up to and including termination may take place. If your conduct or performance does not improve sufficiently as indicated in the PIP, your manager will decide whether to terminate your employment or extend the written warning for a limited period (not to exceed 30 days) with approval from the next-level manager and Human Resources.

If at the end of the extended warning period, conduct or performance has improved and is now meeting established standards; your manager will typically provide you with a written memo, which closes out the PIP. When a performance or conduct issue has been corrected, your next scheduled performance appraisal should reflect the issue, its successful correction, and effect on overall performance. If you are put on a PIP as a result of a “needs improvement” rating at the time of your annual performance appraisal, you will ordinarily not be eligible for merit increase consideration. When a PIP is successfully completed, merit increase consideration may be given at that time. Any corrective action in effect when an Associate is granted a Leave of Absence will be in effect when the Associate returns to work. The expiration date should be changed to reflect the time spent on leave. Some offenses are of such immediacy and/or severity and repetitive or with intent to harm that the corrective action approach may not be effective or appropriate and may subject an Associate to immediate termination

Problem Resolution

WellCare believes it is important that work-related disputes, disagreements and other day-to-day issues be handled in a fair and timely manner and promotes an open door philosophy. Most issues can be handled informally with your manager, but in some cases, a more formal approach to problem resolution may be required.

Although not all issues can be resolved to the mutual satisfaction of the parties involved, the Company’s Problem Resolution Procedure offers Associates an avenue to receive prompt, confidential review of a work-related problem. It is in both yours and the Company’s best interests to try to resolve issues or problems that may be affecting your performance and ultimately, the Company’s day-to-day business operations. Sexual harassment and Equal Employment Opportunity related complaints are particularly serious and sensitive issues and must be handled with appropriate urgency. Anyone who has been subjected to, has observed, or who becomes aware of such objectionable conduct should immediately inform their manager or, as appropriate, Human Resources. By doing this, a confidential investigation and corrective/preventive actions can be promptly taken.

Procedure 1. Open communication between Associates and

managers is the key to successful problem resolution. If an Associate feels uncomfortable bringing issues to his/her immediate manager, concerns should be directed to next level of management in the Associate’s department.

2. If an Associate is dissatisfied with the response

received, or feels uncomfortable speaking with the next level manager, the Associate is encouraged to contact Human Resources.

3. If the issue is not resolved to the Associate’s

satisfaction, a formal written complaint should be submitted. The Associate should detail the specific complaint or issue and make recommendations or proposed solutions. The formal written complaint should be sent to the Area Leader and to the Human

Resources Generalist for complete investigation and resolution. Upon completion of the investigation, the resolution decision will be provided in writing to the Associate and to the Associate’s manager. This process should conclude within 7 calendar days.

4. If an Associate is not satisfied with this resolution, the decision may be appealed in writing within 7 calendar days to the CEO and Vice President of Human Resources. This process should conclude within 15 calendar days.

Associates who use the Problem Resolution Procedure will not be subject to retaliatory action of any kind. Associates submitting issues through this process are expected to do so in good faith, as the Company commits resources in responding to and resolving complaints. Submission of a complaint in bad faith may subject an Associate to corrective action, up to and including termination.

Separation of Employment

WellCare is committed to maintaining a stable work force of highly skilled Associates. However, the Company realizes that Associates will occasionally leave the organization for personal and career reasons. It is also recognized that it will occasionally be necessary to terminate the employment of an Associate. When these situations occur, both voluntary and involuntary terminations will be administered in a consistent and equitable manner so as to uphold WellCare’s commitment to maintain the respect and dignity of all individuals and to limit the legal liability to the organization by complying with all applicable federal, state, and local laws. If you decide to resign from your employment with WellCare, we ask that you give your manager a minimum of two (2) weeks written notice. This allows your manager

time to adjust operational processes and begin the process of filling your position. In some instances, a manager may decide to forgo the two (2) week notice and accept the resignation immediately. Should this occur, the Associate is generally paid for the standard notice period in lieu of working. Failure to report to work without notifying your manager for 3 consecutive days is grounds for immediate dismissal. Sometimes it is necessary for the Company to involuntarily terminate an Associate due to continued performance or conduct issues, due to a flagrant violation of Company guidelines, or due to a reduction-in-force. Associates have the right to request a review of the involuntary termination in accordance with the Company’s Problem Resolution Procedure (see Problem Resolution Procedure Policy). Associates who participate in Company-sponsored benefit programs may have rights to receive benefits upon termination, or to continue their participation for a period of time, regardless of the voluntary or involuntary nature of the termination. Detailed information about eligibility to continue participation in Associate benefit programs is mailed directly to the Associate’s home address by the COBRA Administrator. This includes health and welfare benefits, and retirement benefits. Terminating Associates are encouraged to contact Benefits with specific questions about continuing benefits and related issues.

Acknowledgement

This Associate handbook has been prepared for your information so that you can better understand the philosophies, policies, practices and benefits of WellCare. PLEASE READ IT CAREFULLY.

Upon completion of your review of this handbook, please sign the statement below, and return to Human Resources by the due date as requested. A reproduction of this acknowledgment appears at the back of the handbook for your records.

I, ________________________________________, have received and read a copy of WellCare’s (the Company) Associate Handbook which outlines the goals, policies, benefits and expectations of the Company, as well as my responsibilities as an Associate.

I will familiarize myself with the contents of this handbook. By my signature below, I acknowledge, understand, accept and agree to comply with the information contained in the Associate Handbook provided to me by WellCare. I will be responsible for reviewing the Associate Handbook on the Intranet periodically and I will familiarize myself with any changes. Furthermore, I understand this handbook is not intended to cover every situation, which may arise during my employment, but is simply a general guide to the goals, policies, practices, benefits and expectations of WellCare.

I understand that this Associate Handbook is not a contract of employment and should not be deemed as such, that WellCare may modify or deviate from the policies contained in this Associate Handbook as required by business needs, and that I am an associate at-will.

___________________________________ Associate Signature Date