Document:

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                                                     [LOGO]
                                                     UNITEDHEALTH GROUP

[GRAPHIC]

LEADING THE                             Executive

WAY TO                                  Savings

FINANCIAL                               Plans

SUCCESS                                 Enrollment

                                        Guide for

                                        2001

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<TABLE>
<S>                                                                                                      <C>
C o n t e n t s

Leading the Way to Financial Success ................................................................... 1

   An Overview ......................................................................................... 1

   Who Is Eligible ..................................................................................... 1

   Executive Savings Plans' Features ................................................................... 2

   Participation ....................................................................................... 2

   Funds Held in a Trust ............................................................................... 2

Your Deferral Options .................................................................................. 3

   Automatic Restoration Option ........................................................................ 3

   Incentive Deferral Option ........................................................................... 4

   Salary Deferral Option .............................................................................. 4

   Consult Your Tax or Financial Advisor ............................................................... 4

Investing Your Account ................................................................................. 5

   Understanding Your Investment Choices ............................................................... 5

   Your Investment Options ............................................................................. 5

   Making Your Initial Investment Election and Changing Your Investment Elections ...................... 8

   Tracking Your Account Balance ....................................................................... 9

How And When Your ESP Account Is Distributed ........................................................... 10

   Your Distribution Options ........................................................................... 10

   Post-Employment Distributions ....................................................................... 10

   In-Service Distributions ............................................................................ 11

   Choosing Distribution Options ....................................................................... 12

   Changing Your Post-Employment Distribution Election While You Are Employed .......................... 12

   Changing Your Post-Employment Distribution Election After Installment Payments Have Begun ........... 12

How to Enroll .......................................................................................... 13

   What You Need to Do by the Enrollment Deadline ...................................................... 13

   Using the 401(k)/ESOP/ESP Web Site for Investment Election Changes .................................. 14

   Using the Retirement Plans Service Center ........................................................... 14

Questions & Answers About The Executive Savings Plan ................................................... 15
</TABLE>

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LEADING THE
WAY TO
FINANCIAL
SUCCESS

AS A MEMBER OF A SELECT MANAGEMENT GROUP, YOU ARE ELIGIBLE TO PARTICIPATE IN
UNITEDHEALTH GROUP'S EXECUTIVE SAVINGS PLANS (ESP), WHICH PROVIDE OPPORTUNITIES
FOR YOU TO SAVE FOR YOUR FINANCIAL FUTURE THROUGH SEVERAL DEFERRAL OPTIONS. TO
DEFER SALARY OR INCENTIVE PAY FOR THE 2001 PLAN YEAR OR TO OPT OUT OF THE
AUTOMATIC RESTORATION OPTION, YOU MUST TAKE ACTION BY THE ENROLLMENT DEADLINE.

AN OVERVIEW

As an important component of UnitedHealth Group's total compensation program,
the Executive Savings Plans (ESP) offer you a tremendous opportunity to save on
a tax-deferred basis for your future needs. As in past years, the ESP offers
three deferral options that include:

- Automatic Restoration Option
- Incentive Deferral Option (deferral of your Leadership Results Plan award)
- Salary Deferral Option

WHO IS ELIGIBLE

Eligibility to participate in the ESP is determined by grade level and
compensation level. To participate in the Automatic Restoration Option, the
Incentive Deferral Option and the Salary Deferral Option for 2001, an employee
must meet the following selection criteria:

     -    Be employed by UnitedHealth Group on or before December 31, 2000

     -    Be a regular full- or part-time employee who is a member of one of the
          following grade levels:

          --   Executive Leadership Team

          --   Grades 31 and 32 (and meet certain compensation criteria)

          --   Medical Director in grades M2, M3 and M4 (and meet certain
               compensation criteria)

If you are a Medical Director or an employee who is a grade 31 or 32, generally
you may participate in the Plans beginning January 1 after you meet the
eligibility criteria. If you are a member of the Executive Leadership Team, you
may participate in the Plans as soon as you meet the eligibility criteria.

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EXECUTIVE SAVINGS PLANS'
FEATURES

     -    Enable you to postpone paying income taxes by deferring the payment of
          your compensation until a later date.

     -    Allow you, by participation in the Automatic Restoration Option, to
          enjoy the tax advantages of the 401(k) Savings Plan that are otherwise
          limited by the Internal Revenue Code. These advantages include maximum
          income deferral and fully vested Company matching contributions. You
          are automatically enrolled in the Automatic Restoration Option unless
          you elect not to participate by the Enrollment Deadline.

     -    Allow you to defer, through the Incentive Deferral Option, any
          Leadership Results Plan incentive award for which you are eligible,
          and receive fully vested Company matching contributions on the first
          6 percent of your incentive award.

     -    Allow you to defer additional compensation through the Salary
          Deferral Option. Company matching contributions are not made on these
          salary deferrals.

PARTICIPATION

To participate in the Incentive Deferral or Salary Deferral Options for 2001,
you must elect to participate by the Enrollment Deadline. You will automatically
participate in the Automatic Restoration Option in 2001 unless you elect to opt
out by the Enrollment Deadline. Your elections will apply for the 2001 plan year
only.

Each year, you can decide whether or not you want to participate. This choice
allows you to develop an individual savings strategy to meet your personal
financial needs.

FUNDS HELD IN A TRUST

The ESP provides a valuable opportunity to defer income for the future, but it
is not without risks. To give you the best available protection, the assets used
to pay benefits from the ESP are now held in a trust which ensures that funds
will be available to pay your benefits in the unlikely event of a hostile
takeover, change in control or sale of the Company. The trust does not protect
your benefits in the unlikely event that UnitedHealth Group becomes insolvent.

EXECUTIVE SAVINGS PLANS
To obtain favorable state tax treatment for eligible distributions, the
non-qualified deferral options are established in two separate Plans. One Plan
consists of the Automatic Restoration Option, and the other includes the
Incentive Deferral Option and the Salary Deferral Option. The Plan Administrator
and most election procedures are the same for all three options.

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YOUR DEFERRAL OPTIONS

WHETHER YOU ARE NEWLY ELIGIBLE FOR THE ESP OR HAVE PARTICIPATED IN PRIOR YEARS,
YOU MUST ENROLL (OR OPT OUT OF THE AUTOMATIC RESTORATION OPTION) FOR THE 2001
PLAN YEAR BY THE ENROLLMENT DEADLINE. YOUR ENROLLMENT AND OPT OUT ELECTIONS FOR
ALL ESP OPTIONS WILL APPLY ONLY FOR THE 2001 PLAN YEAR.

AUTOMATIC RESTORATION OPTION

If you participate in UnitedHealth Group's 401(k) Savings Plan at any time
during the 2001 plan year, you will automatically be enrolled in the Automatic
Restoration Option when the first of these two events occurs:

     -    Your pre-tax contributions to the 401(k) Savings Plan reach the annual
          IRS limit (expected to be $10,500 for 2001), or

     -    Your annual earnings exceed a certain amount (expected to be $170,000
          for 2001).

If you do not actively participate in the 401(k) Savings Plan as of January 1,
2001, but elect later in 2001 to make contributions to it, you will also be
automatically enrolled in this Option once you reach the limits described above,
unless you elect not to participate by the Enrollment Deadline.

Your deferral amount will be the same percentage of eligible pay that you are
contributing to the 401(k) Savings Plan when you reach one of the IRS limits.
Once your deferrals under the Automatic Restoration Option begin, your deferral
percentage cannot be changed for the rest of the 2001 plan year.

Your account will be credited with fully vested matching contributions, which
are 50 cents for each dollar, up to the first six percent of your eligible
pay that you defer under this option.

If you do not wish to participate in the Automatic Restoration Option for the
2001 plan year, you must "opt out" by the Enrollment Deadline.

[SIDEBAR]

HOW TO ELECT INCENTIVE AND SALARY DEFERRALS OR OPT OUT OF THE AUTOMATIC
RESTORATION OPTION

Call the Retirement Plans Service Center:

-    You must have your Social Security Number and PIN when you call.

-    If this is your first call, your PIN is the last four digits of your Social
     Security Number. If you have lost your PIN, follow the instructions on the
     phone to request that a new PIN be mailed to you.

Representatives are available to assist you from 8 a.m. to 8 p.m. Eastern time,
Monday through Friday.

                                                                              3
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INCENTIVE DEFERRAL OPTION

This Option allows you to defer all or a portion of any Leadership Results Plan
incentive award (awards for 2000 performance, payable in 2001) into the ESP.
This is the only way to defer Leadership Results Plan incentive awards. You
cannot make 401(k) Savings Plan contributions from your incentive pay.

Your ESP account will be credited with UnitedHealth Group matching
contributions, which are 50 cents for each dollar, up to the first six percent
of your Leadership Results Plan award that you contribute under this Option.

Enrollment in this Option is not automatic. If you wish to defer any portion of
the Leadership Results Plan award that you may receive in 2001, you must make
this election by the Enrollment Deadline. You cannot change your incentive
deferral election after the Enrollment Deadline.

SALARY DEFERRAL OPTION

Under this Option, you can defer all or any portion of your 2001 eligible pay.
Salary Deferral Option contributions begin with your first eligible pay period
in 2001. You are not credited with a Company match on deferrals you make under
this Option.

Enrollment in this Option is not automatic. If you wish to defer any portion of
your 2001 eligible pay, you must make your election by the Enrollment Deadline.
You cannot change your salary deferral election after the Enrollment Deadline.

CONSULT YOUR TAX OR FINANCIAL ADVISOR

Participating in these non-qualified Plans reduces your taxable income and your
current take-home pay by deferring your receipt of income to a future point in
time. Before deciding whether or not to enroll in the Executive Savings Plans
for 2001, you may want to consult your personal tax or financial advisor.

[SIDEBAR]

100% VESTING

You are always 100 percent vested in your deferrals, matching Company
contributions, and the investment earnings and losses on both of them.

WHAT IS ELIGIBLE PAY?

For purposes of the Automatic Restoration Option and the Salary Deferral Option,
eligible pay is base salary plus any non-stock periodic incentives (other than
long-term incentive awards and awards under the Leadership Results Plan).

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INVESTING YOUR ACCOUNT

YOUR ESP DEFERRALS AND UNITEDHEALTH GROUP MATCHING CONTRIBUTIONS ARE CREDITED
WITH INVESTMENT EARNINGS THAT ARE BASED ON ONE OR MORE OF THE INVESTMENT CREDIT
FUNDS THAT ARE OFFERED UNDER THE PLANS. YOUR INVESTMENT ELECTION APPLIES TO ALL
DEFERRALS UNDER THE ESP OPTIONS IN WHICH YOU PARTICIPATE. KEEP IN MIND, THE
INVESTMENT CREDIT FUNDS ARE MERELY MEASURING TOOLS TO DETERMINE THE VALUE OF
YOUR ACCOUNT UNDER THE PLANS, AND UNITEDHEALTH GROUP IS NOT REQUIRED TO PURCHASE
THESE INVESTMENTS.

UNDERSTANDING YOUR INVESTMENT CHOICES

Effective November 13, 2000, we added new funds to meet a broad range of
financial goals and offer you a wider variety of investment funds from which to
choose. The four funds available prior to November 13 are marked with an [*]
asterisk in the following pages.

You can elect that your account can be credited with the investment performance
of one or any combination of the following funds in one-percent increments. Your
investment elections must add up to 100 percent.

The investment objectives and types of investments for each fund are
described briefly in the following pages. You can find more information about
each fund and request a prospectus on the 401(k)/ESOP/ESP Web site or by
calling the Retirement Plans Service Center.

As you select or change your investment credit fund(s), keep in mind that your
elections are subject to investment risk. As with any investment, if the returns
credited on the fund(s) you choose are positive, your account balance will
increase. If the returns credited are negative, your account balance will
decrease. Please review the fund information available on the 401(k)/ESOP/ESP
Web site before making your investment election.

YOUR INVESTMENT OPTIONS

INVESTMENT PATH I: ONE-CHOICE FUNDS

Pre-mixed funds that provide complete account diversification with a single
selection. Designed for investors who are more comfortable letting investment
professionals create their portfolio.

ONE-CHOICE CONSERVATIVE - AMERICAN CENTURY STRATEGIC ALLOCATION: CONSERVATIVE

The managers seek to obtain as high a level of total return--capital
appreciation and income--as is consistent with its conservative risk profile.
The fund seeks to provide regular income through its emphasis on bonds and money
market securities, combined with the potential for moderate long-term total
return as a result of its stake in equity securities.

                                                                              5
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ONE-CHOICE MODERATE - AMERICAN CENTURY STRATEGIC ALLOCATION: MODERATE

The managers seek to obtain as high a level of total return--capital
appreciation and income--as is consistent with its moderate risk profile. The
fund emphasizes investments in equity securities, while maintaining a sizable
stake in bonds and money market securities.

ONE-CHOICE AGGRESSIVE - AMERICAN CENTURY STRATEGIC ALLOCATION: AGGRESSIVE

The managers seek to obtain as high a level of total return--capital
appreciation and income--as is consistent with its aggressive risk profile. The
fund emphasizes investments in equity securities (currently 70%), with the
remainder of its assets in bonds and money market securities.

INVESTMENT PATH II: INDEX FUNDS

Low-cost, passively managed funds that seek to match the performance of stock or
bond indexes. Generally, these funds appeal to investors who want solid,
low-cost investments that reflect market returns.

BOND INDEX - VANGUARD TOTAL BOND MARKET INDEX

The fund seeks to match the performance of the Lehman Brothers Aggregate Bond
Index, which is a measure of the total U.S. bond market. Although the fund
does not contain every security in the Index, it strives to match the
characteristics of the Index.

S&P 500 INDEX - FIRST AMERICAN EQUITY INDEX*

The fund seeks to match the performance of the S&P 500 Index. The manager
invests 90% of its total assets in common stocks included in the Index.
Although the fund does not contain every security in the Index, it strives to
match the characteristics of the Index.

WILSHIRE 4500 INDEX - VANGUARD EXTENDED MARKET INDEX

The fund seeks to match the performance of the Wilshire 4500 Index. Although the
fund does not contain every security in the Index, it strives to match the
characteristics of the Index.

INVESTMENT PATH III: ACTIVELY-MANAGED FUNDS

Actively-managed funds allow you to create a customized investment portfolio.
For investors who prefer to select and control their own investments.

MONEY MARKET - FIRST AMERICAN PRIME OBLIGATIONS FUND*

The fund seeks maximum current income, preservation of capital, and liquidity.
The managers invest in short-term fixed income securities.

STABLE VALUE - WELLS FARGO STABLE INCOME FUND

The fund seeks higher yields than available on money market funds while limiting
the volatility associated with traditional short/intermediate maturity bond
funds. Holdings include government obligations, mortgage/asset backed
securities, corporate bonds and taxable municipal bonds of shorter duration.
NOTE: This fund is similar to the Norwest Stable Return Fund which is offered
under the 401(k) Savings Plan. Federal regulations

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prohibit it from being offered in a non-qualified plan such as the ESP.

BOND - LOOMIS SAYLES BOND FUND*

The managers seek superior total return-- income and capital appreciation. The
fund invests primarily in investment-grade bonds and may also invest a smaller
portion in high-yield (below investment-grade) bonds, convertibles, and
preferred stock. The managers may invest in foreign securities.

LARGE-CAP VALUE - DODGE & COX STOCK FUND

The managers seek capital appreciation and income through dividends. The fund
invests predominantly in stocks, targeting those that are undervalued and
financially strong. The managers may also invest in preferred stocks,
convertibles, and American Depository Receipts.

LARGE-CAP GROWTH - ALLIANCE PREMIER GROWTH FUND

The manager seeks capital appreciation. The fund combines in-depth fundamental
research and opportunistic trading. The managers invest in a limited number of
large high-quality U.S. companies. The fund may also invest in foreign
securities.

MID-CAP VALUE - SOUND SHORE FUND

The managers seek capital appreciation; income (dividends) is secondary. The
fund invests primarily in equity securities selected on the basis of fundamental
value. Factors such as price, earnings expectations, earnings and price
histories, balance-sheet strength and perceived management skills play a large
role in security selection.

MID-CAP GROWTH - WARBURG PINCUS EMERGING GROWTH FUND

The managers seek capital appreciation. The fund invests most of its assets in
small- and medium-sized companies that show positive earnings and offer the
potential for accelerated earnings growth. The fund may also invest in
investment-grade bonds and foreign securities.

INTERNATIONAL VALUE - TEMPLETON FOREIGN FUND

The fund seeks capital appreciation. The manager invests in companies located
outside the U.S., including emerging markets. The fund has a long-term
investment horizon that focuses on finding undervalued companies. The fund may
also invest in international bonds.

INTERNATIONAL GROWTH - AMERICAN CENTURY INTERNATIONAL GROWTH FUND

The managers seek capital appreciation. The manager invests in companies located
outside the U.S., including emerging markets. The team invests primarily in
large companies with accelerating earnings and revenues.

SMALL-CAP VALUE - LOOMIS SAYLES SMALL-CAP VALUE FUND

The managers seek capital appreciation. The fund managers
look for undervalued companies with strong potential for growth. Most of the
fund's assets are invested in small companies, though a smaller percentage may
be held in larger companies. The managers may invest in foreign securities.

                                                                              7
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SMALL-CAP GROWTH - LOOMIS SAYLES SMALL-CAP GROWTH FUND

The managers seek capital appreciation. The fund invests primarily in small
companies that have the potential for accelerating earnings growth, with
distinctive products or services, and strong management. Though most of the
fund's assets are in small-cap companies, they may also hold a smaller amount in
larger companies. The managers may invest in foreign companies.

MID-CAP GROWTH - PBHG GROWTH FUND - ONLY AVAILABLE IN THE ESP*

The managers seek capital appreciation. The fund invests most of its assets in
small- and medium-sized companies that show potential for significant earnings
growth. The fund may also invest in investment-grade bonds and foreign
securities.

MAKING YOUR INITIAL INVESTMENT ELECTION AND CHANGING YOUR INVESTMENT ELECTIONS

If you are a new participant for the 2001 plan year, you need to make your
investment election by the Enrollment Deadline. If you don't, you will be deemed
to have elected to receive credits under the American Century Strategic
Allocation Conservative Fund, and that election will continue until you make a
change.

The investment choices you make or are deemed to have made will apply to all the
Options in which you participate (Automatic Restoration, Salary Deferral and
Incentive Deferral).

If you participated in 2000 or a prior year and previously made or were deemed
to have made an investment election, that election will remain in effect until
you change it.

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<TABLE>
<S>                                    <C>                                             <C>
IF YOU WANT TO...                        YOU NEED TO...                                WHEN YOU CAN
                                                                                       MAKE THIS CHANGE
Make your initial investment choices   Call the Retirement Plans Service               Before the Enrollment Deadline
                                       Center or go to the 401(k)/ESOP/ESP
                                       website

Change your investment choices for                                                     Anytime,but not more than once each
future deferrals                                                                       calendar month

Change the allocation of your current                                                  Anytime,but not more than once each
account balance                                                                        calendar month
</TABLE>

Investment elections are effective on business days on which the New York Stock
Exchange is open. If your elections are confirmed by 4 p.m. Eastern time, they
will become effective on the same business day.

TRACKING YOUR ACCOUNT
BALANCE

For your convenience, you can obtain ESP account information three ways:

     -    INTERNET ACCESS. You can review your ESP account information and
          change your investments via the Internet. You can also print any of
          the screens you access.

     -    VOICE RESPONSE SYSTEM. You have daily access to your account
          information through the Retirement Plans Service Center. When you call
          toll-free, you can use the voice response system or speak to a
          Customer Service Representative (CSR) to obtain information
          about your account or to initiate transactions. CSRs are available
          from 8 a.m. until 8 p.m. Eastern time, Monday through Friday.

     -    QUARTERLY STATEMENT. You will receive a statement, currently on a
          quarterly basis, at your home address. Your statement provides a
          summary of your fund credit activity since the end of the last
          quarter, and how each transaction affects your total account credits.

                                                                              9
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HOW AND WHEN YOUR ESP ACCOUNT IS DISTRIBUTED

IN ADDITION TO CHOOSING HOW YOUR ACCOUNT BALANCE WILL BE DISTRIBUTED WHEN YOUR
EMPLOYMENT ENDS, EFFECTIVE JANUARY 1, 2001, YOU CAN ELECT IN-SERVICE
DISTRIBUTIONS THAT ARE MADE TO YOU WHILE YOU ARE STILL EMPLOYED.

YOUR DISTRIBUTION OPTIONS

To give you more flexibility in planning for your financial future, we are
introducing several new distribution options. For the first time, the ESP
offers two types of distributions:

     -    POST-EMPLOYMENT DISTRIBUTIONS. Four options that determine how funds
          will be paid after your employment ends or if you become totally and
          permanently disabled.

     -    IN-SERVICE DISTRIBUTIONS. Three new options that allow you to receive
          funds from your account while you are employed by UnitedHealth Group.

POST-EMPLOYMENT DISTRIBUTIONS The post-employment distribution options include:

     -    LUMP SUM: A single payment of your entire account balance is paid to
          you in February of the year following the year in which your
          employment ends. For exam-ple, if your employment ends on January 14,
          2005, a single lump sum distribution will be made to you in February
          2006.

     -    FIVE ANNUAL INSTALLMENTS: Five substantially equal annual installments
          will be paid beginning in February of the year following the year in
          which your employment ends. For example, if your employment ends on
          April 25, 2005, your annual installment will be paid to you each
          February from 2006 through 2010.

     -    TEN ANNUAL INSTALLMENTS: Ten substantially equal annual installments
          will be paid beginning in February of the year following the year in
          which your employment ends. For example, if your employment ends on
          November 1, 2005, you will receive an installment each year starting
          in February 2006 and ending in February 2015.

     -    TEN-YEAR DELAY, THEN LUMP SUM: A single payment of your entire account
          balance is paid in February of the 10th year following the year your
          employment ends. For example, if your employment ends on March 15,
          2005, your lump sum distribution will be paid in February 2015.

See Question 2 on page 15 for things to consider in choosing a post-employment
distribution option.

Note: The "three annual installments" distribution option is no longer available
to new participants. If you participated in ESP in 2000 or a prior year and
selected three annual installments, that choice will remain in effect unless you
make a change under the new distribution election change rules that are
described on page 12.

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IN-SERVICE DISTRIBUTIONS:
THREE OPTIONS

Effective January 1, 2001, three types of in-service distributions will be
available from the ESP.

     -    PRE-SELECTED IN-SERVICE DISTRIBUTIONS. New participants can choose
          this option only when they initially enroll in the Plan. Because this
          option is new for 2001, current participants have a one-time
          opportunity to elect this option during this year's enrollment period.

          You can elect to have all or part of your account distributed to you
          on one or more specific dates while you are still employed. You might
          choose this option to cover your child's college tuition or other
          future planned expenses. If you elect this option, the distribution
          date(s) you select must be at least three years in the future. New
          participants cannot choose a distribution date that occurs before the
          January 1 following the third full Plan year after initial enrollment
          in the ESP, which is January 1, 2004. Existing participants must also
          choose a distribution date(s) that begins no earlier than January 1,
          2004. You can choose multiple distribution dates, but only one
          distribution date in any calendar year.

          If your financial needs change, you can cancel a planned distribution
          or extend it to a future date. However, you can only extend the
          distribution date once, and you must request both extensions and
          cancellations at least 12 months before the scheduled distribution
          date.

     -    FINANCIAL HARDSHIP DISTRIBUTIONS: You can request a distribution of
          all or part of your account while you are still employed if you
          experience a severe financial hardship as defined by the Plan. A
          severe financial hardship occurs as a result of a sudden and
          unexpected illness or accident involving you or your dependent, your
          loss of property due to an accident or disaster, or other similar
          extraordinary and unforeseeable emergency that is clearly beyond your
          control.

     -    ON DEMAND DISTRIBUTIONS: You can request a distribution of all or part
          of your account balance at any time for any reason while you are
          employed. To prevent your "constructive receipt" of your entire
          account, you must forfeit 10% of the amount that you request.

SPECIAL SUSPENSION RULE: Once you take an in-service distribution (either
financial hardship or on demand) your deferral contributions will
automatically cease and you cannot contribute salary or incentive deferrals
to the ESP until at least 12 months have passed. For example, if you took an
in-service distribution in March 2004, you could not begin deferring income
again until March 2005. You would need to re-enroll in the Fall of 2004 for
salary and incentive deferrals to start again in March 2005.

You can obtain more information and request a distribution by contacting the
Professional Services Group Representative.

                                                                             11
<PAGE>

CHOOSING DISTRIBUTION OPTIONS: NEW PARTICIPANTS MUST ELECT DISTRIBUTION OPTION

When you first become eligible to participate in the ESP, you must choose a
post-employment distribution form. If you do not elect a distribution option by
the Enrollment Deadline, your account balance will auto-matically be paid in a
lump sum in February of the year following the year in which your employment
ends unless you change your deemed post-employment distribution election in
accordance with the next section.

If you die, your account balance will be paid to your beneficiary. If you have
not designated a beneficiary, your account balance will be paid in accordance
with the Plans' provisions.

During your first enrollment period, you also have a one-time opportunity to
elect to a "pre-selected" in-service distribution as described on page 11. If
you do not make this election by the Enrollment Deadline, you will not be able
to select this option at a later date.

CHANGING YOUR POST-EMPLOYMENT DISTRIBUTION ELECTION WHILE YOU ARE EMPLOYED

Effective January 1, 2001, you will be able to change your post-employment
distribution election as often as once every 12 months, within certain
limitations. This new feature is designed to offer you greater flexibility,
while still complying with IRS requirements that you not have unlimited access
to your ESP account. To be effective, your election to change your
post-employment form of distribution must be made at least 12 months before a
post-employment distribution would otherwise be made to you.

To make a change, complete a Periodic Distribution Re-Election Form, which is
available by contacting a Professional Services Group Representative on or
after January 1, 2001.

CHANGING YOUR POST-EMPLOYMENT DISTRIBUTION ELECTION AFTER INSTALLMENT PAYMENTS
HAVE BEGUN

Once your employment has ended and you have begun receiving installment
payments, you can accelerate your payout at any time by requesting that the
remainder of your account be paid in one lump sum payment. As with any "on
demand" in-service distributions, Federal law requires that you forfeit 10% of
the value of your remaining ESP account when you elect to accelerate installment
payments.

[SIDEBAR]

TAXATION OF YOUR DISTRIBUTION

Income Tax: Whether you elect that your distribution be paid to you in a lump
sum or in installments, the payments will be subject to income tax in the year
you receive them.

FICA TAX: The payments you eventually receive will not, however, be subject
to FICA taxation in the year you receive them. This is because the amounts
that you defer to the ESP are subject to FICA taxation in the year in which
you contribute them to the ESP.

STATE INCOME TAX: Choosing 10 annual installments as a distribution option may
have tax advantages to you. See question 2 on page 15 for more information.

OTHER SPECIAL TAX RULES: Special tax treatment, such as five year averaging,
does not apply to distributions from the ESP. Also, distributions from the ESP
are not eligible for rollover into an Individual Retirement Account (IRA) or
another employer's retirement plan. The IRS 10% premature distribution penalty
does not apply to amounts distributed from the ESP because the Executive Savings
Plans are nonqualified plans.

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<PAGE>

HOW TO ENROLL

IF YOU WANT TO PARTICIPATE IN THE ESP FOR 2001, YOU MUST MAKE YOUR ELECTIONS BY
THE ENROLLMENT DEADLINE. CALL THE RETIREMENT PLANS SERVICE CENTER, MONDAY
THROUGH FRIDAY FROM 8:00 A.M. - 8 P.M. EASTERN TIME.

HERE'S WHAT YOU NEED TO DO BY THE ENROLLMENT DEADLINE

<TABLE>
<S>                                      <C>                                    <C>
IF YOU WANT TO...                        YOU NEED TO...                         WHAT HAPPENS NEXT
Participate in the Automatic             Do nothing.You are automatically       You will participate in the Automatic
Restoration Option                       enrolled.                              Restoration Option for 2001.

Opt out of the Automatic Restoration     Call the Retirement Plans Service      You will not participate in the
Option                                   Center by the Enrollment Deadline.     Automatic Restoration Option for
                                                                                2001.

Defer eligible salary or Leadership      Call the Retirement Plans Service      You will defer salary for the entire
Results Plan incentive pay in 2001       Center by the Enrollment Deadline.     2001 calendar year and the
                                                                                Leadership Results Plan award that
                                                                                becomes payable in 2001.

Choose the way your funds will be        Complete the enclosed Distribution     If you are newly eligible and don't
distributed after your employment        Election Form by the Enrollment        make an election,your account bal-
ends                                     Deadline.                              ance will be paid in one lump-sum
                                                                                payment in February of the year after
                                                                                your employment ends.

Choose a "pre-selected"in-service-       Complete the enclosed Distribution     You willnot have another opportunity
distribution                              Election Form by the Enrollment       to choose this option.
(ONE-TIME OPPORTUNITY)                   Deadline.

Make or change investment choices        Go to the 401(k)/ESOP/ESP Web site     If you do not initially make investment at
                                         or call the Retirement Plans           choices,your account will be credited
                                         Center.                                with investment earnings as if
                                                                                you had selected the American
                                                                                Century Strategic Allocation
                                                                                Conservative Fund.
                                                                                You can change your investment
                                                                                choices anytime,but not more than
                                                                                once each calendar month.

Designate a beneficiary                  Complete the enclosed Beneficiary      You can change your beneficiary
                                         Form by the Enrollment Deadline        anytime.
                                         and return to the address stated on
                                         the form.
</TABLE>

                                                                              13
<PAGE>

USING THE 401(K)/ESOP/ESP WEB SITE FOR INVESTMENT ELECTION CHANGES

1.   You can access the 401(k)/ESOP/ESP Web site.

2.   Enter your Social Security Number and password.

3.   Select Executive Savings Plan from the list of plans.

4.   To make investment changes, select "Initiate Transaction" on the left menu.

5.   To change how future deferrals are invested, select "Investment Direction."

6.   To transfer existing account balances among different investments, select
     "Fund Transfers."

A NOTE ABOUT PASSWORDS. If you have not visited this Web site before, you will
need to enter your Social Security Number and home ZIP code to generate a
password. Your password will be mailed to your home address within one week of
your request. When you use this password to enter the site for the first time,
you will be asked to choose a new password for future use.

USING THE RETIREMENT PLANS SERVICE CENTER

1.   DIAL to access the Service Center.

2.   ENTER YOUR SOCIAL SECURITY NUMBER AND YOUR PERSONAL IDENTIFICATION NUMBER
     (PIN). If you are a new participant and have never called the Retirement
     Plans Service Center regarding the ESP, the 401(k) Savings Plan or the
     Employee Stock Ownership Plan, your temporary PIN will be the last four
     digits of your Social Security Number. You will be asked to select a new
     PIN. If you've forgotten your PIN, follow the instructions on the phone to
     have a new PIN mailed to you.

3.   SELECT EXECUTIVE SAVINGS PLAN FROM THE MENU and follow the voice prompts to
     make your enrollment elections or to access ESP information.

4.   REVIEW YOUR CONFIRMATION STATEMENT FOR ACCURACY. A confirmation of your
     elections will be mailed to your home address on record within two business
     days.

[SIDEBAR]

TO SPEAK WITH A CUSTOMER SERVICE REPRESENTATIVE (CSR) Call between 8 a.m. and 8
p.m. Eastern time, Monday through Friday.

14
<PAGE>

Q AND A

Q U E S T I O N S  &  A N S W E R S  A B O U T
T H E  E X E C U T I V E  S A V I N G S  P L A N S

1. Why do I have to make a deferral election before I know what I will be paid?

In exchange for the opportunity to defer taxation on unearned income under the
ESP, which is a non-qualified deferred compensation plan, the IRS requires that
an irrevocable election to defer income be made before the income is actually
earned. Since your election will remain in effect for an entire year, you will
want to carefully plan your deferral elections.

2. How can I decide if one of the new post-employment distribution options is a
good choice for me?

Two new post-employment distribution options have been added to the Plan. Here
are some things to think about as you decide if these options may be right for
you.

     -    TEN INSTALLMENTS. This option offers certain state tax advantages.
          Some states impose state income tax on retirement distributions
          received by former residents that are based on income that the former
          resident earned while working in that state. Under current tax laws
          distributions from the ESP are not subject to state tax in the state
          of former residence if the ESP account is distributed in
          sub-stantially equal annual installments over a period of at least 10
          years.

     -    TEN-YEAR DELAY, THEN LUMP SUM. You might choose this option if you
          won't need the money immediately after your employment ends. This
          option might also appeal to you if you expect to have another job
          after your employment with UnitedHealth Group ends or if you have
          other retirement income that you prefer to use before withdrawing
          money from this account.

3. Are my deferral contributions and any Company matching contributions made to
the ESP subject to income taxes and/or Social Security taxes at the time that
they are contributed to the ESP?

     -    FEDERAL AND STATE INCOME TAXES: The contributions that you make to the
          ESP, and any Company matching contributions, are not subject to
          federal income taxation in the year in which they are contributed to
          the ESP. Under the laws of most states, these contributions are also
          generally not subject to state income taxation in the year of
          contribution; however, some states have special rules that may cause a
          portion of your deferrals to be subject to tax.

     -    SOCIAL SECURITY TAXES (FICA): Your deferral contributions and any
          Company matching contributions are subject to FICA taxation in the
          year in which they

                                                                             15
<PAGE>

          are contributed to the ESP. Whether these contributions are actually
          taxed depends on the timing of the deferral contribution and the
          element of the FICA tax addressed.

          The FICA tax has two elements: the OASDI portion, for which an annual
          wage limit applies; and the Medicare hospital portion, for which no
          wage limit applies. The wage base for 2001 for the OASDI portion of
          the tax is $80,400. If at the time deferral and matching contributions
          are contributed to the ESP, you have not exceeded the OASDI wage base,
          the OASDI tax will bewithheld before the contributions are made. Once
          you reach the 2001 wage base, the OASDI tax will not be withheld from
          subsequent deferrals and Company matching contributions.

          On the other hand, since the Medicare hospital portion of the FICA tax
          is applied without limit to all of your compensation, this tax will be
          withheld from all of your deferrals and any matching contributions
          for 2001, before they are contributed to the ESP.

ESP INFORMATION AVAILABLE ONLINE IN 2001

ESP information will be available via HRdirect early next year. To access from
the Intranet, select "HRdirect" from the top navigation bar then click on
"Knowledge Base." From the Internet, select "Knowledge Base."

16

<PAGE>

This brochure  provides  highlights of the UnitedHealth  Group Executive Savings
Plans.  If there is a conflict  between the information in this brochure and the
Plan document,  the Plan document will govern.  UnitedHealth  Group reserves the
right to amend, modify or terminate the Plans at any time.  Participation in the
Executive  Savings  Plans  is  provided  as a  benefit  to  eligible  employees.
Participation does not guarantee employment.

11/00<PAGE>

                                                                       EXHIBIT A

                         UNITEDHEALTH GROUP INCORPORATED
               SUPPLEMENTAL LONG TERM EXECUTIVE COMPENSATION PLAN

1.      ESTABLISHMENT AND PURPOSE. This Supplemental Long Term Executive
        Compensation Plan (the "Plan") was approved and adopted by the
        Compensation and Human Resources Committee of the Board of Directors of
        UnitedHealth Group Incorporated (together with its subsidiaries, the
        "Company"). The purpose of this Plan is to advance the interests of the
        Company and its shareholders by attracting and retaining key Company
        employees and by stimulating the efforts of such employees to contribute
        to the continued success and growth of the Company's business.

2.      PLAN DESIGN.  (a) The  Compensation  and Human  Resources  Committee of
        the Board or any successor committee (the "Committee") may, in its
        discretion, from time to time establish one or more Performance Cycles
        as set forth in Section 3.

        (b)     At the beginning of each Performance Cycle (or, in the case of
                the Performance Cycles set forth in Sections 3(a)(i), (ii) and
                (iii), on the effective date), the Chief Executive Officer of
                the Company shall recommend, and the Committee shall approve,
                with or without modification, in its discretion:

                (i)     the Company Performance Goals for such Performance Cycle
                        as set forth in Section 4; and

                (ii)    the target aggregate amount to be awarded under this
                        Plan for such Performance Cycle (the "Target Pool" for
                        such Performance Cycle) and the maximum aggregate amount
                        available to be awarded under this Plan for such
                        Performance Cycle (the "Maximum Pool" for such
                        Performance Cycle).

        (c)     At the beginning of each Performance Cycle (or, in the case of
                the Performance Cycles set forth in Sections 3(a)(i), (ii) and
                (iii), on the effective date), the Chief Executive Officer of
                the Company shall designate the persons who shall participate in
                this Plan with respect to such Performance Cycle as set forth in
                Section 5 (each, a "Participant" with respect to such
                Performance Cycle).

        (d)     At the beginning of each Performance Cycle (or, in the case of
                the Performance Cycles set forth in Sections 3(a)(i), (ii) and
                (iii), on the effective date), the Office of the Chair of the
                Company or any successor office or officer (the "Office of the
                Chair") shall:

                                       1
<PAGE>

                (i)     establish each Participant's  Individual Performance
                        Goals for such Performance Cycle as set forth in Section
                        6; and

                (ii)    establish the target and range of each Participant's
                        possible award under this Plan for such Performance
                        Cycle as set forth in Section 7.

        (e)     Promptly after the end of each Performance Cycle, the Chief
                Executive Officer of the Company shall:

                (i)     prepare and present to the Committee a review and
                        evaluation of the Company's actual performance during
                        such Performance Cycle in comparison to the Company
                        Performance Goals for such Performance Cycle; and

                (ii)    recommend, and the Committee shall approve, with or
                        without modification, in its discretion, the actual
                        aggregate amount to be awarded under this Plan for such
                        Performance Cycle (the "Actual Pool" for such
                        Performance Cycle) as set forth in Section 8.

        (f)     Promptly after the Committee  determines the Actual Pool for a
                Performance  Cycle, the Office of the Chair shall:

                (i)     review and evaluate the performance of each  Participant
                        with respect to such  Performance  Cycle and
                        such Participant's Individual Performance Goals; and

                (ii)    determine the amount to be awarded to such Participant
                        with respect to such Performance Cycle under this Plan.

The aggregate amount awarded to all Participants with respect to a Performance
Cycle shall not exceed the amount of the Actual Pool for such Performance Cycle.

        (g)     Promptly after the Office of the Chair makes the determinations
                referred to in (e) above, the Company shall pay the amounts so
                awarded to Participants as set forth in Section 9.

3.      ESTABLISHMENT OF PERFORMANCE CYCLES; MAXIMUM POOLS FOR PERFORMANCE
        CYCLES. (a) The Committee has determined that the Performance Cycles
        under this Plan shall be (i) the period comprising calendar years 1999
        and 2000; (ii) the period comprising calendar years 1999, 2000, and
        2001; (iii) the period comprising calendar years 2000, 2001, and 2002;
        and (iv) the period comprising calendar years 2001, 2002, and 2003.

        (b)     It is anticipated that any future Performance Cycle approved by
                the Committee will comprise a period of three calendar years
                which overlaps with

                                       2
<PAGE>

                prior Performance Cycles in the same manner as the Performance
                Cycles specified in (a)(ii), (iii) and (iv) above.

        (c)     The Committee has determined that the Target Pools for the
                Performance Cycles specified in (a)(i) through (iv) above shall
                be $4.5 million, $4.9 million, $5.6 million and $5.9 million
                respectively, and that the Maximum Pools for such Performance
                Cycles shall be $9.1 million, $9.8 million, $11.2 million and
                $11.8 million, respectively.

4.      ESTABLISHMENT OF COMPANY PERFORMANCE GOALS. (a) It is expected that
        Company Performance Goals will be quantifiable goals for the Company's
        performance, measured on an absolute basis, in comparison to selected
        indices or groups of other companies, or on other objective bases. To
        the extent practicable, the Company's performance in comparison to the
        Company Performance Goals shall be subject to independent verification.
        The Committee may, in its discretion, cause such independent
        verification to be carried out.

        (b)     With respect to the Performance Cycles specified in Sections
                3(a), the Committee has established the Company Performance
                Goals set forth in Exhibit A to this Agreement.

5.      DESIGNATION OF PARTICIPANTS. (a) Participants shall be selected from key
        senior level executives of the Company. Participants may include the
        Chief Executive Officer of the Company and members of the Office of the
        Chair. A person's designation as a Participant for any one or more
        Performance Cycles does not assure or create any presumption that such
        person will be designated as a Participant for any other Performance
        Cycles. Reference also is made to Section 17 below with respect to the
        effect of a person's designation as a Participant.

        (b)     A Participant may be selected to participate in this Plan with
                respect to a portion of a Performance Cycle. In such event, the
                Participant's award under this Plan with respect to that
                Performance Cycle will be pro rated based upon the proportion of
                the Performance Cycle in which the Participant participates. The
                Chief Executive Officer may, at any time, modify who is eligible
                to participate in the Plan during a Performance Cycle and the
                duration of participation in a Performance Cycle.

        (c)     With respect to the respective Performance Cycles specified in
                Section 3(a), the persons identified in Exhibit B to this
                Agreement have been designated as Participants.

6.      ESTABLISHMENT OF INDIVIDUAL PERFORMANCE GOALS. (a) Individual
        Performance Goals may relate to financial, operating, organizational
        development, or other goals deemed important to the Company's success
        and may be modified at any time by the Office of the Chair. Individual
        Performance Goals may include both

                                       3
<PAGE>

        quantifiable and non-quantifiable goals. A Participant's Individual
        Performance Goals shall be communicated to the Participant promptly
        after they have been established, and, if applicable, modified.

        (b)     The Office of the Chair's establishment of Individual
                Performance Goals, and its review and evaluation of a
                Participant's performance with respect to the Participant's
                Individual Performance Goals, shall be final.

7.      ESTABLISHMENT OF RANGE OF PARTICIPANTS' POSSIBLE AWARDS. (a) The target
        and range of a Participant's possible awards established by the Office
        of the Chair shall be between zero and 100% of the Participant's average
        base compensation during the applicable Performance Cycle. For purposes
        of this Section 7, "average base compensation" means the sum of the
        Participant's base earnings during the applicable Performance Cycle,
        divided by the number of years in the Performance Cycle.

        (b)     With respect to each Performance Cycle specified in Section
                3(a), the target amount established by the Office of the Chair
                for each Participant for each such Performance Cycle is 50% of
                such Participant's average base compensation during the
                Performance Cycle. The range of possible awards for each such
                Performance Cycle and Participant is between zero and 100% of
                each Participant's average base compensation during the
                applicable Performance Cycle.

8.      DETERMINATION OF ACTUAL POOL. The Committee shall have discretion to
        accept or to modify the Chief Executive Officer's recommendation as to
        the amount of the Actual Pool for a Performance Cycle, provided that the
        Actual Pool shall not exceed the Maximum Pool for such Performance
        Cycle. The Committee's determination in this respect shall be final.

9.      PAYMENT OF AMOUNTS AWARDED TO PARTICIPANTS. (a) Subject to the other
        provisions of this Section 9, the payment of the awards provided for in
        Section 2(g) ("Awards") shall be made in cash no later than six months
        after the end of the Performance Cycle to which they relate. All such
        payments are subject to required withholding of federal, state, and
        local taxes.

        (b)     If permitted by applicable law, Participants may elect to (i)
                defer the payment of Awards under the Company's Executive
                Savings Plan in accordance with rules and procedures established
                by the Office of the Chair or (ii) receive Awards in the form of
                Company stock or stock options if permitted by the Office of the
                Chair.

        (c)     No Award shall be paid to a Participant who is on formal
                disciplinary action or performance probation at the time the
                Award otherwise would be paid.

                                       4
<PAGE>

        (d)     No Award shall be paid to a Participant who is not actively
                employed by the Company at the time the Award otherwise would be
                paid except in the case of retirement as provided for in (e)
                below, or death or disability as provided for in (f) below.

        (e)     If a Participant retires before the end of a Performance Cycle
                or after the end of a Performance Cycle but before an Award is
                paid, the Committee may, in its discretion, determine that the
                Participant shall be paid a pro rated portion of the Award that
                the Participant would have received but for such retirement. In
                such event, (i) the pro rationing shall be based on the portion
                of such Performance Cycle prior to the Participant's retirement,
                and (ii) the measurement of Company and Participant performance
                shall be based on performance through the end of the fiscal year
                of the Company which ends closest to the Participant's date of
                retirement. The Committee shall determine the Participant's date
                of retirement in a manner consistent with Company practices. Any
                such pro rated Award shall be paid at the same time as other
                Awards with respect to the applicable Performance Cycle.

        (f)     If a Participant dies or becomes permanently and totally
                disabled before the end of a Performance Cycle or after the end
                of a Performance Cycle but before an Award is paid, the
                Committee may, in its discretion, determine that the Participant
                (or, in the case of death, the Participant's estate) shall be
                paid a pro rated portion of the Award that the Participant would
                have received but for such death or disability. In such event,
                (i) the pro rationing shall be based on the portion of such
                Performance Cycle prior to the Participant's date of death or
                disability, and (ii) the measurement of Company and Participant
                performance shall be based on performance through the end of the
                fiscal year of the Company which ends closest to such date. The
                Committee shall determine the Participant's date of retirement
                in a manner consistent with Company practices. Any such pro
                rated Award shall be paid at the same time as other Awards with
                respect to the applicable Performance Cycle.

        (g)     If a Change in Control (as defined in Section 10 below) occurs
                during a Performance Cycle, the Company or its successor shall
                pay each Participant a pro rated portion of the maximum Award
                for which such Participant is eligible with respect to each such
                Performance Cycle. Such pro rationing shall be based on the
                proportion of each such Performance Cycle through the end of the
                fiscal year of the Company which ends closest to the date of
                such Change in Control. Any such Awards shall be paid within 90
                days of the occurrence of the event constituting such Change in
                Control, or, if a timely deferral election is then in effect,
                shall be deferred into the Company's Executive Savings Plan.

                                       5
<PAGE>

10.     DEFINITION OF CHANGE IN CONTROL.  "Change in Control" means the
        occurrence of any of the following events:

        (a)     The acquisition by any person, entity or "group," within the
                meaning of Section 13(d)(3) or 14(d)(2) of the Securities
                Exchange Act of 1934, other than the Company or any of its
                affiliates, or any employee benefit plan of the Company and/or
                one or more of its affiliates, of beneficial ownership (within
                the meaning of Rule 13d-3 promulgated under the Securities
                Exchange Act of 1934) of 20% or more of either the then
                outstanding shares of the Company's Common Stock or the combined
                voting power of the Company's then outstanding voting securities
                in a transaction or series of transactions not approved in
                advance by a vote of at least three-quarters of the Continuing
                Directors (as hereinafter defined).

        (b)     Individuals who, as of January 1, 2000 constitute the Board of
                Directors of the Company (generally the "Directors" and, as of
                January 1, 2000, the "Continuing Directors") cease for any
                reason to constitute at least a majority thereof, provided that
                any person becoming a Director subsequent to January 1, 2000
                whose nomination for election was approved in advance by a vote
                of at least three-quarters of the Continuing Directors (other
                than a nomination of an individual whose initial assumption of
                office is in connection with an actual or threatened
                solicitation with respect to the election or removal of the
                Directors of the Company, as such terms are used in Rule 14a-11
                of Regulation 14A under the Securities Exchange Act of 1934)
                shall be deemed to be a Continuing Director.

        (c)     The approval by the shareholders of the Company of a
                reorganization, merger, consolidation, liquidation or
                dissolution of the Company or of the sale (in one transaction or
                a series of related transactions) of all or substantially all of
                the assets of the Company other than a reorganization, merger,
                consolidation, liquidation, dissolution or sale approved in
                advance by a vote of at least three-quarters of the Continuing
                Directors.

        (d)     The first purchase under any tender offer or exchange offer
                (other than an offer by the Company or any of its affiliates)
                pursuant to which shares of the Company's Common Stock are
                purchased.

        (e)     At least a majority of the Continuing Directors determine in
                their sole discretion that there has been a change of control of
                the Company.

11.     ADMINISTRATION OF PLAN. Except as otherwise provided herein, this Plan
        shall be administered by the Office of the Chair. The Office of the
        Chair shall have full power and authority, subject to all the applicable
        provisions of this Plan and applicable law, to (a) establish, amend,
        suspend or waive such rules and regulations and appoint such agents as
        it deems necessary or advisable for the

                                       6
<PAGE>

        proper administration of this Plan, (b) construe, interpret and
        administer this Plan and any instrument or agreement relating to this
        Plan, and (c) make all other determinations and take all other actions
        necessary or advisable for the administration of this Plan. The Office
        of the Chair shall have the full power and authority, subject to the
        approval of the Committee, to amend and/or terminate the Plan at any
        time, for any reason, with or without notice. Unless otherwise expressly
        provided in this Plan, each determination made and each action taken by
        the Office of the Chair pursuant to this Plan or any instrument or
        agreement relating to this Plan (i) shall be within the sole discretion
        of the Office of the Chair, (ii) may be made at any time, and (iii)
        shall be final, binding and conclusive for all purposes on all persons,
        including, but not limited to, Participants and their legal
        representatives and beneficiaries, and employees of the Company.

12.     NONTRANSFERABILITY. Participants and beneficiaries shall not have the
        right to assign, encumber or otherwise anticipate the Awards to be made
        under this Plan, and the benefits provided hereunder shall not be
        subject to seizure for payment of any debts or judgments against any
        Participant or any beneficiary.

13.     AMENDMENT AND TERMINATION; ADJUSTMENTS. Except to the extent prohibited
        by applicable law and unless otherwise expressly provided in this Plan:

        (a)     The Committee may amend this Plan prospectively at any time and
                for any reason deemed sufficient by it without notice to any
                person affected by this Plan.

        (b)     The Committee may correct any defect, supply any omission or
                reconcile any inconsistency in this Plan in the manner and to
                the extent it shall deem desirable to carry this Plan into
                effect.

14.     EFFECTIVE DATE. This Plan shall be deemed effective as of May 10, 2000.

15.     HEADINGS. Headings are given to the Sections of this Plan solely as a
        convenience to facilitate reference. Such headings shall not be deemed
        in any way material or relevant to the construction or interpretation of
        this Plan or any provision thereof.

16.     APPLICABILITY TO SUCCESSORS. This Plan shall be binding upon and inure
        to the benefit of the Company and each Participant, the successors and
        assigns of the Company, and the beneficiaries, personal representatives
        and heirs of each Participant. If the Company becomes a party to any
        merger, consolidation or reorganization, this Plan shall remain in full
        force and effect as an obligation of the Company or its successors in
        interest.

17.     EMPLOYMENT RIGHTS AND OTHER BENEFIT PROGRAMS. The provisions of this
        Plan shall not give any Participant any right to be retained in the
        employment of the

                                       7
<PAGE>

        Company. In the absence of any specific agreement to the contrary, this
        Plan shall not affect any right of the Company, or of any affiliate of
        the Company, to terminate, with or without cause, any Participant's
        employment at any time. This Plan shall not replace any contract of
        employment, whether oral or written, between the Company and any
        Participant, but shall be considered a supplement thereto. This Plan is
        in addition to, and not in lieu of, any other employee benefit plan or
        program in which any Participant may be or become eligible to
        participate by reason of employment with the Company. No compensation or
        benefit awarded to or realized by any Participant under this Plan shall
        be included for the purpose of computing such Participant's compensation
        under any compensation-based retirement, disability, or similar plan of
        the Company unless required by law or otherwise provided by such other
        plan.

18.     NO TRUST OR FUND CREATED. This Plan shall not create or be construed to
        create a trust or separate fund of any kind or a fiduciary relationship
        between the Company and a Participant or any other person. To the extent
        that any person acquires a right to receive payments from the Company
        pursuant to this Plan, such right shall be no greater than the right of
        any unsecured general creditor of the Company.

19.     GOVERNING LAW. The validity, construction and effect of this Plan or any
        Award payable under this Plan shall be determined in accordance with the
        laws of the State of Minnesota.

20.     SEVERABILITY. If any provision of this Plan is or becomes or is deemed
        to be invalid, illegal or unenforceable in any jurisdiction, such
        provision shall be construed or deemed amended to conform to applicable
        laws, or if it cannot be so construed or deemed amended without, in the
        determination of the Committee, materially altering the purpose or
        intent of this Plan, such provision shall be stricken as to such
        jurisdiction, and the remainder of this Plan shall remain in full force
        and effect.

21.     AWARDS NOT QUALIFIED PERFORMANCE-BASED COMPENSATION. Awards made under
        this Plan are not intended to qualify as "qualified performance-based
        compensation" within the meaning of Section 162(m) of the Internal
        Revenue Code of 1986, as amended.

                                       8

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