Document:

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                                REWARDING RESULTS

        AN OVERVIEW OF YOUR PERFORMANCE-BASED INCENTIVE COMPENSATION PLAN

                           THE LEADERSHIP RESULTS PLAN
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LEADING THE WAY

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As a leader, you are part of an essential group of people whose individual
performance is critical to the success and continued growth of UnitedHealth
Group and its businesses. One way we recognize the contributions of our key
people is through our incentive compensation plan, referred to as the
Leadership Results Plan.

The Leadership Results Plan supports our organizational structure by linking
incentive awards to each business segment's or corporate unit's performance
and to individual performance. This plan also supports our overall incentive
program framework for all employees--REWARDING RESULTs--which offers a
competitive approach to total compensation and the potential for significant
incentive pools. And, our incentive program reflects our values and how we
operate as a business--right in line with our commitment to integrity, the
Code of Conduct and overall compliance.

The financial performance of each business segment and corporate unit is the
key driver in determining incentive program funding. In addition, our
incentive plans encourage us to focus on important non-financial measures
(e.g., strategic, quality, and human capital initiatives)--in other words,
focusing on how we get the job done as well as, and as part of the end result.

We will continue to face challenges within our businesses as competition
builds. I am confident, however, that we have the right talent, services and
most importantly, the right leadership in place to move us forward. Your
leadership clearly impacts how we create value for our stakeholders and our
customers. As a result, it impacts your total compensation.

This brochure describes the Leadership Results Plan in more detail. You'll
find information about your business segment or Corporate and Enterprise
Services' unit in the back pocket of this material. Your support of REWARDING
RESULTS is important--and critical to driving our performance--so I encourage
you to review this information carefully.

I look forward to your continued strong leadership and commitment to
UnitedHealth Group and its businesses. Together, we can achieve great success.

Sincerely,

William W. McGuire, MD
President, Chairman, and Chief Executive Officer
<PAGE>

A Message From Steve Hemsley

Our new incentive program--REWARDING RESULTS--has been designed to align with
our business segment operating model, focusing on exceptional performance
within clearly defined, high profile markets. Through the REWARDING RESULTS
program, you have an opportunity to earn significant incentive compensation.
This brochure outlines the specifics of the Leadership Results Plan and your
individual incentive opportunities.

We have great challenges facing us for 1999--financially and
operationally--from quality initiatives to customer service, human capital
advances, regulatory compliance goals and more.

Our approach to incentive compensation has evolved to directly connect our
performance and make our operating leadership more directly accountable for
specific results. Under the 1999 Leadership Results Plan, we pay significant
incentive compensation to you based on your achievement of performance
commitments.

For Corporate and Enterprise Services, the Leadership Results Plan focuses
your efforts on overall company earnings performance; that is, earnings per
share as well as certain strategic, non-financial performance measures.

For 1999, I propose a single non-financial goal--to reshape UnitedHealth
Group Corporate and Enterprise Services into a stronger, more strategic and
active ally, and a more effective controlling business model. This would
include engaging every member of the UnitedHealth Group Corporate and
Enterprise Services organization to act with greater speed and urgency and to
set the standard for cost-effectiveness in our business affairs with all our
business segments. We should strive to sharply reduce our overall numbers and
cost structure. The leadership of UnitedHealth Group Corporate and Enterprise
Services is committed to this agenda.

As we look to the future, our key challenges will be to better serve our
customers, grow and expand our markets, optimize our resources, and manage
our costs tightly.

We maintain our commitment to building a company that is more diverse, more
focused, and the best performing enterprise within the broad markets of
health and well-being. You are key to making our commitment a reality.

The Leadership Results Plan is a powerful element of your total
compensation--one that helps you reach your potential and helps drive our
business forward.

Sincerely,

Stephen J. Hemsley
Chief Operating Officer, UnitedHealth Group

                                      1
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THE LEADERSHIP RESULTS PLAN:
HOW RESULTS BECOME REWARDS

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Our Leadership Results Plan is driven by the performance--both financial and
non-financial--of each business segment and Corporate and Enterprise
Services' unit as well as the contribution of each leader. Generally, if you
are in salary grade 29 or above, you are eligible for the Leadership Results
Plan.

HOW IT WORKS

Each business segment and Corporate and Enterprise Services' unit has a pool
of incentive dollars based on eligible employees' base earnings, targets and
financial performance.

-    Your individual range of opportunity for an incentive award is based on
     your salary, grade level, overall level of responsibility within the
     organization and the market. This range is expressed as a percentage of
     your base earnings.

-    Your actual incentive award is based on your individual performance.

INCENTIVE POOLS

Incentive pools for 1999 will be closely aligned with the internal operating
income results of the business segments to reflect the operational alignment
of the organization. Corporate and Enterprise Services' units will be aligned
with company-wide performance, including Corporate earnings per share.

HOW INCENTIVE POOLS AND AWARDS ARE DETERMINED

Here are the performance measures that are used to determine incentive pools
and incentive awards:

-    Your business segment's or Corporate and Enterprise Services'
     performance;

-    Overall UnitedHealth Group performance, including Corporate earnings per
     share (for individuals in the executive career band only); and

-    Your individual performance as compared to the goals and objectives
     established during the internal business planning process.

This blend of performance measurements helps ensure that UnitedHealth Group
and its businesses are working together toward common goals and allows us the
greatest opportunities for success.

Keep in mind, our internal targeted goals and measures always exceed the
externally anticipated results held by the investment community.

                                      2
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BUSINESS SEGMENT AND CORPORATE AND ENTERPRISE SERVICES' PERFORMANCE

Funding for the Leadership Results Plan is based on the performance of your
business segment or Corporate and Enterprise Services' unit as follows:

-    The financial measure for business segments is internal operating
     income, or IOI (as defined on page 4);

-    The financial measure for Corporate and Enterprise Services is
     company-wide performance, including Corporate earnings per share;

-    If we achieve operating income (earnings per share for Corporate and
     Enterprise Services) between 125% and 200% of payout target goal (high
     performance hurdle), potential exists for accelerated funding of the
     incentive pool at the discretion of the Office of the Chairman and the
     Board of Directors; and

-    Non-financial performance is measured by how well your business segment
     or Corporate and Enterprise Services' unit achieves key strategic and
     quality initiatives specific to your business (such as revenue GROWTH,
     customer service, quality, compliance and human capital). The funding
     for incentive awards (as determined by financial measures) can be
     enhanced or decreased up to 20% based on accomplishment of non-financial
     strategic initiatives.

The strategic and financial initiatives for your business segment or
Corporate and Enterprise Services' unit are determined jointly by senior
leaders and the Office of the Chairman.

TIMING OF INCENTIVE AWARDS

Incentive awards generally are paid during the first quarter following the
close of the Corporate and Enterprise Services' and business segment books
for the fiscal year.

INDIVIDUAL PERFORMANCE

Your individual performance and accomplishment of individual goals and
objectives are also considered in determining the actual amount of your
incentive award.

UNITEDHEALTH GROUP PERFORMANCE

If you are a business segment executive career band member, a portion of your
incentive award (20% to 30%) is based on company-wide performance, including
Corporate earnings per share, as determined by the Office of the Chairman.

                                      3
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THE INCENTIVE OPPORTUNITY: SOME EXAMPLES

Incentive awards are an important part of your total compensation package.
Each participant has a target and a range of opportunity (expressed in
percentages) for receiving an incentive award. This range is determined by
your grade, salary, overall level of responsibility within the organization
and market competitiveness.

These diagrams provide examples of how the Leadership Results Plan for a
business segment might be funded based on your segment's internal operating
income results. For this example, let's assume an IOI of $200 million.
Corporate and Enterprise Services will use company-wide performance including
Corporate earnings per share, and will operate similar to the IOI diagrams
illustrated below.

INTERNAL OPERATING INCOME THROUGH 125% PERFORMANCE

                                   [GRAPH]

INTERNAL OPERATING INCOME BEYOND THE 125% PERFORMANCE HURDLE

                                   [GRAPH]

                                      4
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(SIDE-BAR THAT GOES WITH PREVIOUS PAGE)

MORE ABOUT INTERNAL OPERATING INCOME

Each business segment will be held accountable for achieving (and exceeding)
internal operating income (IOI) goals. The year-end IOI results will be a
significant measure for establishing incentive levels under the REWARDING
RESULTS program.

IOI includes revenues, directly incurred expenditures, negotiated charges
from other operating segments for services received (e.g., claims processing
support and IT usage) and amortization and depreciation related to the
segment's capital investments.

IOI excludes investment income, interest expense and Corporate allocations.
However, IOI is a migratory concept and as our financial accounting
segmentation processes progress, it is likely that certain, if not all, of
these items will eventually be moved within the business segment
accountability calculation in future years. This means that how we define IOI
may change over time.

<PAGE>

Listed below are three examples of how incentive funding will be established.
For the following examples, please refer to charts one and two from the
previous page.

EXAMPLE 1: BUSINESS SEGMENT PERFORMS AT FINANCIAL PLAN AND DOES FAIRLY WELL
ON NON-FINANCIAL GOALS:

<TABLE>
<CAPTION>
EXAMPLE CRITERIA                                                     FUNDING OF INCENTIVE POOL
------------------------------------------------------- -----------------------------------------------------
<S>                                                     <C>

Financial plan: IOI of $200 million                                             N/A
------------------------------------------------------- -----------------------------------------------------

Year-end actual: IOI of $200 million                                            100%
------------------------------------------------------- -----------------------------------------------------

Non-financial results: +/- up to 20%                                            10%
------------------------------------------------------- -----------------------------------------------------
------------------------------------------------------- -----------------------------------------------------

TOTAL INCENTIVE PLAN FUNDING                                                    110%
</TABLE>

EXAMPLE 2: BUSINESS SEGMENT PERFORMS BEYOND THE HIGH PERFORMANCE HURDLE OF
125% OF PAYOUT TARGET GOAL AND ACHIEVES EXCELLENCE IN NON-FINANCIAL AREA:*

<TABLE>
<CAPTION>
EXAMPLE CRITERIA                                                     FUNDING OF INCENTIVE POOL
------------------------------------------------------- -----------------------------------------------------
<S>                                                     <C>

Financial plan: IOI of $200 million                                             N/A
------------------------------------------------------- -----------------------------------------------------

Year-end actual: IOI of $226 million (refer to chart
depicting IOI beyond the 125% performance hurdle)                               150%
------------------------------------------------------- -----------------------------------------------------

Non-financial results: +/- up to 20%                                            20%
------------------------------------------------------- -----------------------------------------------------
------------------------------------------------------- -----------------------------------------------------

TOTAL INCENTIVE PLAN FUNDING                                                    170%
</TABLE>

EXAMPLE 3: BUSINESS SEGMENT PERFORMS AT LESS THAN FINANCIAL PLAN AND FAILS TO
MEET THE NON-FINANCIAL GOALS:

<TABLE>
<CAPTION>
EXAMPLE CRITERIA                                                     FUNDING OF INCENTIVE POOL
------------------------------------------------------- -----------------------------------------------------
<S>                                                     <C>

Financial plan: IOI of $200 million                                             N/A
------------------------------------------------------- -----------------------------------------------------

Year-end actual: IOI of $192.5 million                                          80%
------------------------------------------------------- -----------------------------------------------------

Non-financial results: +/- up to 20%                                            -15%
------------------------------------------------------- -----------------------------------------------------
------------------------------------------------------- -----------------------------------------------------

TOTAL INCENTIVE PLAN FUNDING                                                    65%
</TABLE>

*    Any accelerated funding of the incentive pool is at the discretion of
     the Office of the Chairman and the Board of Directors.

                                      5
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LEADERSHIP RESULTS PLAN GUIDELINES

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Following are specific guidelines for the Leadership Results Plan.

ELIGIBILITY

Generally, regular employees grade 29 and above are eligible for the
Leadership Results Plan. At this level, positions are directly accountable
for achieving key Corporate and Enterprise Services' or business segment
results, generally manage staff, and determine and manage financial resources
and budgets. Certain positions are not eligible for the Leadership Results
Plan due to participation in other incentive plans, even if they meet the
eligibility criteria.

PAYMENTS

Payment of year-end incentive awards is typically separate from the normal
payroll cycle, and payments are made on a separate check. All payments will
be taxed at the current flat supplemental federal rate of 28% plus applicable
state, local and Social Security taxes. Incentive checks or pay advices (if
you're enrolled in direct deposit) are mailed directly to your home address.
Year-end incentive awards are generally paid in March following the plan year.

NEW HIRES AND PROMOTIONS

-    New hires are eligible for the plan for the current year, depending upon
     their date of hire. New hires and promotions to salary grade 29 or above
     IN THE FOURTH QUARTER of a plan year are eligible for the Leadership
     Results Plan in the following year but are not eligible to participate
     in the plan for the current year. However, employees who were eligible
     for the Performance Results Plan or Business Results Plan prior to their
     promotion in the fourth quarter are eligible for a year-end award under
     these plans. This award will be considered by the management staff in
     the division in which you are employed as of December 31 of the plan
     year.

-    If you are promoted to salary grade 29 or above during the year BEFORE
     THE FOURTH QUARTER, you will be eligible for the Leadership Results Plan
     at that time. The incentive funding will be based on a 5% target for the
     time you participated in the Performance Results Plan or Business
     Results Plan and your new target under the Leadership Results Plan for
     the remainder of the year. If you participated in a Sales Incentive Plan
     prior to your promotion, the incentive funding will be based solely on
     your Leadership Results Plan target from the date of promotion forward.

-    Participants eligible for a full- or partial-year Leadership Results
     Plan incentive award are not eligible for an award under the Performance
     Results Plan or Business Results Plan.

-    If you have multiple targets during the year, the incentive funding
     would be based on a combination of both your existing and new incentive
     targets. The targets are weighted according to the time you held each
     position.

LEAVES OF ABSENCE

-    If you are on a leave of absence during the performance measurement
     period, any pay received during the leave (e.g., short-term disability)
     will not be included in your eligible base earnings for purposes of
     funding the incentive pool.

                                      6
<PAGE>

-    If you are on a leave of absence and are scheduled to receive an
     incentive award, you will receive that award upon your return to work.
     EMPLOYEES WHO DO NOT RETURN TO WORK FROM LEAVE ARE NOT ELIGIBLE TO
     RECEIVE AN INCENTIVE AWARD.

HOW INCENTIVE AWARDS AFFECT BENEFIT PLAN CONTRIBUTIONS

Leadership Results Plan incentive awards are considered compensation under
the Employee Stock Ownership Plan and 401(k) Savings Plan unless you are
eligible for the Executive Savings Plans (ESP). Employees eligible for the
ESP make deferrals on any incentive payments to the ESP rather than the
401(k) Savings Plan. Incentive payments are included in benefits compensation
for employees enrolled in the health and well-being benefit plans.

However, incentive awards are not eligible as contributions to the Employee
Stock Purchase Plan.

TRANSFERS

If a participant transfers during the year from a position that is eligible
for the Leadership Results Plan to a non-eligible position (e.g., sales), he
or she will not be eligible for a partial Leadership Results Plan incentive
award. EMPLOYEES MUST BE CLASSIFIED AS ELIGIBLE AT YEAR-END TO RECEIVE A
LEADERSHIP RESULTS PLAN AWARD.

TEMPORARY STATUS

If a participant is reclassified to temporary status, he or she is eligible
for an incentive award under the Leadership Results Plan award in the current
year if the reclassification occurs AFTER year-end.

REHIRES

-    Incentive funding for rehired employees will be based on eligible base
     earnings from the employee's date of rehire. Earnings from service prior
     to their rehire date will not be considered. This does not apply to
     rehired employees who were previously laid off during the plan year.

-    If you are rehired during the fourth quarter, you are not eligible to
     participate in the Leadership Results Plan. This does not apply to
     rehired employees who were previously laid off during the plan year.

TERMINATION AND DISCIPLINARY ACTION

To be eligible for an incentive award, you must be an active employee at the
time such payments are made. Employees who terminate employment prior to the
date incentive awards are paid out are not eligible for any awards. Employees
who have been on formal written disciplinary action anytime during the
performance year, including time of payout, are not generally eligible for
payment.

                                      7
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TO SUM IT UP

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As a leader within your business segment or Corporate and Enterprise
Services, you directly influence business performance in a variety of
ways--both through your own actions and decisions and through leadership you
provide to others.

REWARDING RESULTS illustrates our strong commitment to rewarding your high
performance. The Leadership Results Plan supports our organizational
structure by giving business segments control over setting targets, funding
and distributing incentive payments. And the plan offers you the opportunity
to earn incentive pay in addition to competitive base salary.

If you have questions after reading this material, contact your senior
business leader, your manager, or your Human Resources Generalist.

THERE IS NO GUARANTEE THAT ANY INCENTIVE PLAN PAYOUTS WILL BE MADE. UNITED
HEALTHCARE CORPORATION ("UNITEDHEALTH GROUP") HAS THE EXCLUSIVE AND BINDING
DISCRETION TO AMEND, TERMINATE OR INTERPRET THE TERMS OR CONDITIONS OF THE
INCENTIVE PLANS AT ANY TIME AND WITHOUT NOTICE. CHANGES OR EXCEPTIONS TO THIS
PLAN MUST BE MADE IN WRITING BY THE SENIOR VICE PRESIDENT OF HUMAN RESOURCES
OR THE CHIEF EXECUTIVE OFFICER OF THE COMPANY. UNITEDHEALTH GROUP ALSO HAS
THE DISCRETION TO UNILATERALLY MAKE BOTH LEGAL AND FACTUAL DETERMINATIONS
REGARDING THE PLAN. THE INCENTIVE PLANS ARE NOT AND SHALL NOT BE DEEMED TO BE
AN ENFORCEABLE CONTRACT OR AN EMPLOYEE BENEFIT PLAN WITHIN THE MEANING OF THE
EMPLOYEE RETIREMENT INCOME SECURITY ACT.

                                                                            6/99

                                      8<PAGE>

                                   [PICTURE]

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CONTENTS

<TABLE>
<S>                                                                   <C>
Leading The Way To Financial Success...........................        1
     An Overview...............................................        1

The Basics.....................................................        2
     The ESP Advantage.........................................        2
     Who Is Eligible...........................................        2

Your Enrollment Options........................................        4
     Automatic Restoration Option Mirrors 401(k)...............        4
     Incentive Deferral Option Offers Company Match............        4
     Salary Deferral Option Offers Flexibility.................        5
     Making Changes............................................        5

Investing Your Savings.........................................        6
     Understanding Your Investment Choices.....................        6
     Changing Your Investment Choices..........................        6
     More About Your Investment Credit Choices.................        7
     Tracking Your Account Balance.............................        8

How And When Your ESP Account Is Distributed...................        9
     For New Participants Only--
     Choosing Your Distribution Method.........................        9

What You Need To Do............................................       10
     Enrollment Checklist......................................       10
     Make Your ESP Election Using The Voice Response System
     at the Retirement Plans Service Center....................       11

Questions & Answers About Your Deferral Options
Under The Executive Savings Plan Options.......................       12
</TABLE>

<PAGE>

LEADING THE WAY TO FINANCIAL SUCCESS

AS A MEMBER OF ITS SELECT GROUP OF MANAGEMENT AND HIGHLY COMPENSATED
EMPLOYEES, YOU ARE ELIGIBLE TO PARTICIPATE IN UNITEDHEALTH GROUP'S EXECUTIVE
SAVINGS PLANS, WHICH PROVIDE OPPORTUNITIES FOR YOU TO SAVE FOR YOUR OWN
FINANCIAL FUTURE VIA SEVERAL DEFERRAL "OPTIONS." TO PARTICIPATE IN THE PLANS
FOR THE 2000 PLAN YEAR OR OPT OUT OF THE AUTOMATIC RESTORATION OPTION, YOU
MUST MAKE THESE ELECTIONS BY DECEMBER 15, 1999.

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. For 2000, the ESP offers three
deferral options which include:

-  Automatic Restoration Option

-  Incentive Deferral (Leadership Plan) Option (formerly MIP)

-  Salary Deferral Option

The Plans:

-  Enable you to postpone income taxes by deferring your compensation until
   you leave the Company, or until your total permanent disability or death.

-  Allow you, by participation in the Automatic Restoration Option, to enjoy
   the tax advantages of 401(k) Savings Plan that are otherwise limited by the
   Internal Revenue Code, including maximum income deferral and related
   Company matching contributions. You are automatically enrolled in the ESP
   Automatic Restoration Option.

-  Allow you to defer under the Incentive Deferral Option, any Leadership
   Results Plan incentive award for which you are eligible, and receive a
   Company matching contribution.

-  Allow you to defer additional compensation on an unmatched basis via the
   Salary Deferral Option.

-  Allow you to choose among these deferral options to develop an individual
   deferral strategy that best meets your personal financial needs.

                           EXECUTIVE SAVINGS PLAN

For purposes of obtaining 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 is comprised of the Incentive Deferral Option and the Salary
Deferral Option. The Plan Administrator and most election procedures are the
same for all options. This communication collectively refers to the Plans as
the "Executive Savings Plans." "Plans" or "ESP."

<PAGE>

THE BASICS

AT UNITEDHEALTH GROUP, WE ARE COMMITTED TO PROVIDING YOU OPPORTUNITIES THAT
ARE INTENDED TO HELP YOU PREPARE FOR A FINANCIALLY SUCCESSFUL FUTURE.

THE ESP ADVANTAGE

UnitedHealth Group's 401(k) Savings Plan, Employee Stock Ownership Plan
(ESOP) and Employee Stock Purchase Plan offer eligible employees several
means of accumulating financial assets. However, these plans are subject to
restrictive IRS tax rules that limit the amount you can defer or receive
through them.

Recognizing that you and other eligible employees may want to save for the
future on a tax-deferred basis beyond the limits imposed on the 401(k)
Savings Plan and ESOP, UnitedHealth Group created the Executive Savings
Plans. They are non-qualified deferred compensation plans that allow you to
defer as much of your compensation as you wish within the current tax
environment. The Plans are not subject to the IRS restrictions that apply to
qualified plans, such as the annual elective deferral, compensation and
annual addition limits.

WHO IS ELIGIBLE

1.   In general, eligibility to participate in the ESP is determined under a
     selection process that is determined by grade level, compensation level,
     full-time status and/or length of service.

     a.  To participate in the Automatic Restoration Option, Incentive Deferral
         Option and the Salary Deferral Option for the 2000 plan year, an
         employee must meet the following selection criteria:

         i.   be employed by UnitedHealth Group on or before December 1, 1999

         ii.  be a regular, full- or part-time employee who is a member of one
              of the following grade levels:

              -  Executive Career Band

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

              -  Medical Director in grades M2, M3 and M4

         iii. be a regular, full-time employee who is a member of:

              -  Clinical Medical Staff in grades CD2, CD3, CM2 and CM3

     b.  An employee may participate in the Plans as of January 1 of the year
         following the year in which the employee meets the eligibility
         criteria.

2
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2.   Special Rules

     a.  Automatic Restoration Option

         i.   You are eligible to participate in the Automatic Restoration
              Option only if you participate in UnitedHealth Group's 401(k)
              Savings Plan, and only once you've reached one of the following
              IRS limits during 2000:

              -  You earn $170,000 in eligible compensation from UnitedHealth
                 Group.

              -  You make deferrals to a 401(k) plan that for 2000 reach the
                 annual IRS limit of $10,500.

         ii.  Once you reach one of these limits, you will automatically be
              enrolled in this Option, as described in further detail on the
              next page, unless you elect not to participate during this
              enrollment period. IF YOU DO NOT WANT TO PARTICIPATE IN THE
              AUTOMATIC RESTORATION OPTION, YOU MUST ELECT TO WAIVE
              PARTICIPATION BY DECEMBER 15, 1999.

         iii. If you do not actively participate in the 401(k) Savings Plan as
              of January 1, 2000, but elect later in 2000 to make deferral
              contributions to the 401(k) Savings Plan, you will also be
              automatically enrolled in this Option once you reach the limits
              described above, unless you elect not to participate during this
              enrollment period. IF YOU DO NOT WANT TO PARTICIPATE IN THE
              AUTOMATIC RESTORATION OPTION, YOU MUST ELECT TO WAIVE
              PARTICIPATION BY DECEMBER 15, 1999.

     b.  Incentive Deferral [Leadership Plan] Option and Salary Deferral
         Option

         i.  IF YOU WISH TO PARTICIPATE IN THE INCENTIVE DEFERRAL OR SALARY
             DEFERRAL OPTIONS FOR 2000, YOU MUST ELECT TO PARTICIPATE BY
             DECEMBER 15, 1999. Your elections will apply for the 2000 plan
             year only.

                                                                             3
<PAGE>

YOUR ENROLLMENT OPTIONS

WHETHER YOU ARE NEWLY ELIGIBLE TO PARTICIPATE IN THE ESP OR HAVE PARTICIPATED
IN PRIOR YEARS, YOU MUST ENROLL (OR OPT OUT OF THE AUTOMATIC RESTORATION
OPTION) FOR THE 2000 PLAN YEAR BY DECEMBER 15, 1999. YOUR ENROLLMENT
ELECTIONS FOR ALL ESP OPTIONS WILL APPLY ONLY FOR THE 2000 PLAN YEAR. TO
CONTINUE PARTICIPATION IN ANY OR ALL OF THE OPTIONS IN FUTURE YEARS, YOU MUST
MAKE NEW ELECTIONS DURING THE ANNUAL ENROLLMENT PERIODS FOR THOSE FUTURE
YEARS.

AUTOMATIC RESTORATION OPTION MIRRORS 401(k)

If you participate in UnitedHealth Group's 401(k) Savings Plan during the 2000
plan year, you automatically participate in the ESP Automatic Restoration
Option once your elective deferrals in the 401(k) Savings Plan reach $10,500
or when you earn $170,000 in eligbile pay, whichever occurs first. Please note
that:

-  Your deferral amount will be the same percentage of your eligible pay that
   you contribute to the 401(k) Savings Plan. If you wish to defer a different
   percentage of eligible pay to the Automatic Restoration Option, you must
   change your 401(k) deferral percentage BEFORE you reach the IRS deferral
   and/or compensation dollar limits. Once your deferrals under this Option
   begin, your deferral percentage cannot be changed for the rest of the 2000
   plan year.

-  Your account will be credited with UnitedHealth Group matching
   contributions which are generally 50 cents for each dollar, up to the first
   6 percent of your eligible pay that you defer under the ESP.

-  Once you reach one of the IRS annual limits (listed above), your Automatic
   Restoration Option deferrals automatically begin with the pay period in
   which you reach the limit.

-  IF YOU DO NOT WISH TO PARTICIPATE IN THE AUTOMATIC RESTORATION OPTION FOR
   THE 2000 PLAN YEAR, YOU MUST "OPT OUT" BY DECEMBER 15, 1999. Call the
   Retirement Plans Service Center to make this election through the voice
   response system.

                       CALL THE RETIREMENT PLANS SERVICE
                         CENTER TO MAKE YOUR ELECTIONS:
                                 1-888-842-2756
                             TDD/TTY: 1-877-787-9759

You can make your elections through the Service Center's interactive voice
response system. Customer Service Representatives are available to assist you
from 8 a.m. to 8 p.m. Eastern time, Monday through Friday.

INCENTIVE DEFERRAL OPTION OFFERS COMPANY MATCH

This Option allows you to defer all or  a portion of your Leadership Results
Plan incentive award (award for 1999 performance, paid in 2000) into the ESP
and receive a Company matching contribution.

You may defer from 1 percent to 100 percent of your incentive award by making
a one-time election during this enrollment period. Your account will be
credit with United HealthGroup

4
<PAGE>

matching contributions which generally are 50 cents for each dollar, up to
the first 6 percent of your Leadership Results Plan award, that you
contribute under this Option.

ENROLLMENT IN THIS OPTION IS NOT AUTOMATIC; YOU MUST ENROLL IN THIS OPTION BY
DECEMBER 15, 1999, IF YOU WISH TO DEFER ANY PORTION OF OR ALL OF THE
LEADERSHIP RESULTS PLAN AWARD WHICH YOU MAY BECOME ELIGIBLE TO RECEIVE IN
2000. You cannot change your incentive deferral election after December 15,
1999. Call the Retirement Plans Service Center to make this election through
the voice response system.

SALARY DEFERRAL OPTION OFFERS FLEXIBILITY

With this Option, you can defer from 1 percent to 100 percent of all 2000
eligible pay. Your eligible pay does not include any Leadership Results Plan
incentive award payments you may receive. Salary Deferral Option
contributions begin within your first eligible pay period in 2000. Because
this Option is intended as an additional deferral opportunity rather than a
"make up" for limitations imposed on your deferrals to the 401(k) Savings
Plan, you are not credited with a Company match on deferrals you make under
this Option.

ENROLLMENT IN THIS OPTION IS NOT AUTOMATIC; YOU MUST ENROLL IN THIS OPTION BY
DECEMBER 15, 1999, IF YOU WISH TO DEFER ANY PORTION OF OR ALL OF YOUR 2000
ELIGIBLE PAY. You cannot change your salary deferral election after December
15, 1999. Call the Retirement Plans Service Center to make this election
through the voice response system.

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 your award under the Leadership Results Plan.

MAKING CHANGES

Under the current tax laws, once a deferral election is made, it is generally
irrevocable for the remainder of the plan year.

                                                                             5

<PAGE>

100% VESTING

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

INVESTING YOUR SAVINGS

YOU MAY ELECT TO HAVE YOUR ESP DEFERRALS AND UNITEDHEALTH GROUP MATCHING
CONTRIBUTIONS CREDITED WITH INVESTMENT EARNINGS THAT ARE BASED ON ONE OR MORE
OF THE FOUR INVESTMENT CREDIT FUNDS 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 SUCH INVESTMENTS.

UNDERSTANDING YOUR INVESTMENT CHOICES

Your investment credit funds include:

-    First American Prime Obligations Fund

-    Loomis Sayles Bond Fund

-    First American Equity Index Fund

-    PBHG Growth Fund

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 provided with your
enrollment materials before making your investment election. Also keep in
mind:

-    If you are a new participant for the 2000 plan year and don't make an
     investment credit fund election by December 15, 1999, you will be deemed
     to have elected to receive credits under the Loomis Sayles Bond Fund, and
     that deemed election will continue until you elect to make a change as
     described in the next section of this brochure.

-    If you participated in 1999 or a prior year and previously made or were
     deemed to have made an investment credit fund election, that election for
     your existing account balance and future contributions will carry over to
     and be effective in 2000, unless you make a new election during this
     enrollment period, or any month thereafter.

CHANGING YOUR INVESTMENT CHOICES

You can change the investment credit funds under which your existing ESP
account and/or any future deferrals are credited once per calendar month on
any day during the month. To make a change, call the Retirement Plans Service
Center toll-free at 1-888-842-2756. Follow the prompts on the voice response
system to make your elections.

Investment elections are only effective on business days, with the exception
of New York Stock Exchange holidays. If your elections are confirmed by
4 p.m. Eastern time, they will become effective the same business day. If
your elections are confirmed after

6

<PAGE>

4 p.m. Eastern time, the change will become effective on the next business
day. If your intent is to change the investment funds for both future
deferrals and existing (cumulative) account balances, separate transactions
are required for each:

-    To change future deferrals, select "Investment Direction" from the voice
     response system transaction menu.

-    To change your existing (cumulative) account balances, select "Fund
     Transfers/Account Reallocations" from the voice response system
     transaction menu.

If you participated in the ESP in 1999 or a prior year, your INVESTMENT
DIRECTIONS that were in effect as of December 31, 1999 will carry over into
2000. No action is necessary on your part, unless you want to make a change.

MORE ABOUT YOUR INVESTMENT CREDIT CHOICES

You can elect that your account be credited with the investment performance
of one or any combination of the following four funds:

-    First American Prime Obligations Fund. The fund's investment objective
     is maximum current income to the extent consistent with the preservation
     of capital and the maintenance of liquidity. The fund invests in money
     market instruments including debt obligations issued by the U.S.
     government, its agencies or instrumentalities, and corporate obligations
     including high-grade commercial paper, non-convertible corporate debt and
     loan participation interests. The fund may also invest in repurchase
     agreements related to these securities.

-    Loomis Sayles Bond Fund. The fund's investment objective is high total
     investment return through a combination of current income and capital
     appreciation. The fund seeks to attain its objective by normally
     investing substantially all of its assets in debt securities (including
     convertibles), although up to 20 percent of its assets may be invested
     in preferred stocks. At least 65 percent of the fund's total assets will
     normally be invested in bonds. The fund may invest any portion of its
     assets in securities of Canadian issuers, and a limited portion (20
     percent) of its assets in securities of other foreign issuers. The fund
     will also invest up to 35 percent of its assets in securities of below
     investment grade quality.

-    First American Equity Index Fund. This fund seeks to achieve investment
     results that correspond to the performance of the Standard and Poor's
     500 Composite Stock Price Index (S&P 500). Fund managers utilize a
     computer program that identifies which stocks should be purchased or
     sold to duplicate the composition of the S&P

                                                                              7

<PAGE>

INVESTING YOUR SAVINGS (Continued)

500 as much as possible. The fund invests substantially in common stocks
included in the S&P 500. The fund's advisor believes that its objective can
best be achieved by investing in the common stocks of approximately 250 to
500 of the issues included in the S&P 500.

-   PBHG Growth Fund. The fund seeks capital appreciation and invests
    primarily in common stocks and securities convertible into stocks of small
    and medium capitalization companies (companies with market
    capitalizations or annual revenues of up to $2 billion) believed by the
    advisor to have an outlook for strong earnings growth and the potential
    for significant capital appreciation. The average market capitalizations
    or annual revenues of holdings in the portfolio may fluctuate over time
    as a result of market valuation levels and the availability of specific
    investment opportunities.

You may elect that your accounts be credited with investment performance in
any combination of the investment credit funds in 1 percent increments, as
long as your total investment percentage equals 100 percent.

TRACKING YOUR ACCOUNT BALANCE

For your convenience, you have three ways to access information about your
ESP account balance.

-   Internet Access. You can review your ESP account information via the
    Internet at http://benefits.unitedhealthgroup.com (without the "www") or
    https://online.merlife.com/401k/uhc. From benefits.unitedhealthgroup.com,
    click on "Your 401(k) and ESOP Information." This inquiry Web site allows
    you to track your ESP investments more closely, get an at-a-glance review
    of your account, obtain ESP investment credit performance, and much more.
    In addition, you can print any of the screens you access.

-   Voice Response System. You have daily access to your account information
    by calling the Retirement Plans Service Center toll free at 1-888-842-2756.
    Use the automated 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, showing a summary of your fund credit activity, and how
    each transaction affects your total account credits. This statement will
    show the activity in your account since the last statement.

8
<PAGE>

HOW AND WHEN YOUR ESP ACCOUNT IS DISTRIBUTED

YOUR ACCOUNT WILL BE DISTRIBUTED TO YOU WHEN YOUR EMPLOYMENT WITH
UNITEDHEALTH GROUP TERMINATES, YOU BECOME PERMANENTLY AND TOTALLY DISABLED AS
DETERMINED UNDER THE TERMS OF THE PLANS, OR IN THE EVENT OF YOUR DEATH.

FOR NEW PARTICIPANTS ONLY - CHOOSING YOUR DISTRIBUTION METHOD

If you are a new participant, upon your initial enrollment, you must elect an
irrevocable distribution method. You may choose from three distribution
methods. The method you elect will be used for distributions under all
Options in which you participate in the Executive Savings Plans.

If you do not elect a distribution option upon your first enrollment in the
ESP, your account balance will automatically be paid in a lump sum in
February of the year following the year in which your employment terminates,
you become permanently and totally disabled, or die.

YOUR DISTRIBUTION ELECTION IS IRREVOCABLE AND CANNOT BE CHANGED FOLLOWING
YOUR INITIAL ENROLLMENT.

Your distribution choices are:

-   Lump Sum: A single payment of your entire account balance is paid to you
    or your designated beneficiary in February of the year following the year
    in which your employment terminates, you become permanently and totally
    disabled, or die. For example, if you terminate employment on January 14,
    2005, a single lump sum distribution will be made to you in February 2006.

-   Three Annual Installments: Three substantially equal installments will be
    paid annually beginning in February of the year following the year in
    which your employment terminates, you become permanently and totally
    disabled, or die. For example, if you terminate employment on November 1,
    2005, your installments will be paid in February 2006, February 2007, and
    February 2008.

-   Five Annual Installments: Five substantially equal installments will be
    paid annually beginning in February of the year following the year in
    which your employment terminates, you become permanently and totally
    disabled, or die. For example, if you terminate employment on April 25,
    2005, your installments will be paid in February 2006, February 2007,
    February 2008, February 2009, and February 2010.

TAXATION OF YOUR DISTRIBUTION

Whether you elect that your distribution be paid to you in a lump sum or in
installments, the payments will be taxable in the year you receive them. The
payments you eventually receive will not, however, be subject to FICA
taxation in the year you receive them. The reason for this is that the
amounts that you defer to the ESP are subject to FICA taxation in the year in
which you contribute them to the ESP.

No special tax treatments or early tax withdrawal penalties apply, as the
Executive Savings Plans are non-qualified plans. Also, the distributed
balance is not eligible for rollover into an Individual Retirement Account
(IRA) or another employer's plan.

                                                                              9
<PAGE>

REMINDER: UNLIKE OTHER BENEFIT PROGRAMS, YOU MUST RE-ENROLL (OR OPT OUT OF
THE AUTOMATIC RESTORATION OPTION) DURING EACH YEAR'S APPLICABLE ENROLLMENT
PERIOD TO PARTICIPATE DURING THE UPCOMING PLAN YEAR. ENROLL BY DECEMBER 15,
1999 TO PARTICIPATE EFFECTIVE JANUARY 1, 2000.

CONSULT YOUR TAX OR FINANCIAL ADVISOR

Participating in the non-qualified Plans reduces your current take-home pay
by deferring your salary to a future point in time. Before deciding whether
or not to enroll in the Executive Savings Plans for 2000, you may want to
consult your personal tax or financial advisor to determine how these Plans
might fit into your long-term financial goals.

WHAT YOU NEED TO DO

IF YOU PLAN TO PARTICIPATE IN THE ESP FOR 2000, YOU MUST MAKE YOUR ELECTIONS
ON OR BEFORE DECEMBER 15, 1999. CALL THE RETIREMENT PLANS SERVICE CENTER AT
1-888-842-2756 (TDD/TTY: 1-877-787-9759) TO MAKE YOUR ELECTIONS VIA THE VOICE
RESPONSE SYSTEM. IF YOU NEED ASSISTANCE. CUSTOMER SERVICE REPRESENTATIVES ARE
AVAILABLE TO ASSIST YOU BETWEEN 8 A.M. AND 8 P.M. EASTERN TIME, MONDAY
THROUGH FRIDAY.

ENROLLMENT CHECKLIST

Automatic Restoration Option

/ / You automatically participate in the Automatic Restoration Option for the
    2000 plan year once your elective deferrals in the 401(k) Savings Plan
    reach $10,500 or when you earn $170,000 in eligible pay, whichever occurs
    first.

/ / If you wish to "opt out" of this Option, you must make this election by
    December 15, 1999, via the voice response system at the Retirement Plans
    Service Center.

Incentive Deferral and Salary Deferral Options

/ / Decide whether or not participation in the Incentive Deferral and/or
    Salary Deferral Options is right for you. You may find it helpful to
    consult with a tax or financial advisor. Then, if you decide to
    participate in 2000, make your elections by December 15, 1999, via the
    voice response system at the Retirement Plans Service Center.

/ / If you are currently participating in either or both Options, you must
    re-enroll by December 15, 1999 to continue participating in 2000.

/ / Remember, the only way to defer all or a portion of your Leadership
    Results Plan incentive award is to elect to participate in the Incentive
    Deferral Option.

Beneficiary Designations for All ESP Options

/ / If you decide to participate in the ESP, complete and return the
    beneficiary designation form included in your enrollment packet. Please
    note:

    -   If you have previously completed a beneficiary form for the ESP and
        do not wish to change that designation, no action is necessary. If you
        wish to change your beneficiary, complete the form and return it to
        the address indicated on the form.

    -   If you do not designate a beneficiary, your benefits will be paid in
        accordance with the Plans' provisions in the event of your death.

10
<PAGE>

Questions

/ / If you have questions, call the Retirement Plans Service Center and elect
    to speak with a Customer Service Representative (CSR). CSRs are available
    from 8 a.m. until 8 p.m. Eastern time, Monday through Friday.

MAKE YOUR ESP ELECTIONS USING THE VOICE RESPONSE SYSTEM AT THE RETIREMENT
PLANS SERVICE CENTER

You can make your enrollment elections and change your investment elections
using the Retirement Plans Service Center's interactive voice response
system. You do not need to speak to a representative to process your
transactions. If you need assistance while making your elections, Customer
Service Representatives are available to assist you between 8 a.m. and 8 p.m.
Eastern time, Monday through Friday. To make a transaction, simply:

1.   Call 1-888-842-2756 anytime, except from Saturday at 11 p.m. to Sunday
     at 6 a.m. and Monday from 3 a.m. to 6 a.m. Eastern time.

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 enter a new PIN and then verify your selection.

3.   Listen and choose the appropriate option. If you call from a touch-tone
     telephone, make your decisions by pressing the appropriate number on your
     telephone keypad when prompted. If you don't have access to a touch-tone
     telephone, a CSR can make your elections for you.

4.   Confirm each transaction when prompted. After doing so, you will receive
     a confirmation number. If you hang up before confirming your transaction,
     your choices will not be entered into the system for processing. To
     cancel a pending transaction, you must speak to a CSR before 4 p.m.
     Eastern time on the same day you elected the transaction.

5.   Review your confirmation statement for accuracy. A confirmation of your
     elections will be mailed to your home address on record within two
     business days.

                                                                             11

<PAGE>

QUESTIONS & ANSWERS

ABOUT YOUR DEFERRAL OPTIONS UNDER THE EXECUTIVE SAVINGS PLANS OPTIONS

Q1   WHAT ARE THE DIFFERENCES BETWEEN THE EXECUTIVE SAVINGS PLANS AND THE
     401(k) SAVINGS PLAN?

A1   UnitedHealth Group's 401(k) Savings Plan is intended to be a "qualified
     plan" under the Internal Revenue Code. Under 401(k) plans, participants
     can make pre-tax deferrals of income into a trust fund, subject to
     certain limits on the amount that can be deferred. The Executive Savings
     Plans apply only to a select group of senior management and highly
     compensated employees and are not qualified plans, thus, these
     limitations do not apply.
     These Executive Savings Plans offer several advantages:
     -   Under all three ESP Options, you have substantial deferral
         opportunities;
     -   Under the Automatic Restoration Option, your account will be
         credited with UnitedHealth Group matching contributions which are
         generally 50 cents for each dollar, up to the first 6 percent of your
         eligible pay, that is deferred; and
     -   Under the Incentive Deferral Option, you have the ability to receive
         matching contributions which are generally 50 cents for each dollar,
         up to the first 6 percent of your Leadership Results Plan award, that
         you defer.

     The main disadvantage is that your funds are not as secure as those held
     in a qualified plan.

Q2   DOES MY PARTICIPATION IN THE 401(k) SAVINGS PLAN AFFECT MY ABILITY TO
     PARTICIPATE IN THE ESP?

A2   No. Participation in the 401(k) Savings Plan does not affect your
     ability to participate in the Executive Savings Plans. You can
     participate in either or both Plans. However, you can participate in
     the Automatic Restoration Option and will be automatically enrolled in
     it only if you participate in the 401(k) Savings Plan and reach either
     the deferral or compensation limit.

Q3   WHAT ARE MY CHOICES FOR RECEIVING DISTRIBUTIONS FROM THE PLANS?

A3   When you elect to participate in the Plans for the first time, you must
     elect the form of payment you wish to eventually receive upon your
     employment termination, permanent and total disability, or death. Your
     distribution options are:
     -   One lump sum payment;
     -   Annual installments over a three-year period; or
     -   Annual installments over a five-year period.
     If you have participated in the ESP in prior years and did not elect a
     distribution method, or enroll for the fist time for the 2000 plan year
     and do not elect a distribution method, it will be automatically paid out
     in a lump sum in February of the year following the year of your
     employment termination, permanent and total disability, or death. The ESP
     distribution method you elect during your initial enrollment is
     irrevocable.

12

<PAGE>

Q4   WHY DO I HAVE TO MAKE A DEFERRAL ELECTION BEFORE I KNOW WHAT I WILL BE
     PAID?

A4   In exchange for the opportunity to defer taxation on unearned income
     under the ESP, 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 may want to carefully plan
     your deferral elections.

Q5   WHAT WOULD HAPPEN TO MY DEFERRALS IN THE EVENT THAT UNITEDHEALTH GROUP
     DECLARES BANKRUPTCY OR BECOMES INSOLVENT?

A5   In the unlikely event that UnitedHealth Group declares bankruptcy or
     becomes insolvent, ESP participants would be viewed as general creditors
     and the claims for their accounts would be treated as unsecured creditors
     of the Company. Typically, ESP participants would share, on a pro-rata
     basis with all other general unsecured creditors of the Company, in any
     assets that remain after payment of the Company's obligations to secured
     creditors. In contrast, benefits under the UnitedHealth Group 401(k)
     Savings Plan would not be affected by the bankruptcy or insolvency of
     UnitedHealth Group.

Q6   CAN DISTRIBUTIONS BE ROLLED OVER TO AN IRA OR ANOTHER EMPLOYER'S
     QUALIFIED OR NON-QUALIFIED PLAN?

A6   No. Because the Executive Savings Plans are not IRS tax-qualified plans,
     you cannot roll your ESP distributions into an IRA or to another
     employer's qualified or non-qualified plan when you leave UnitedHealth
     Group. We encourage you to seek professional tax advice in determining
     the best distribution election for your individual financial
     circumstances.

Q7   HOW CAN I DETERMINE HOW WELL THE INVESTMENT CREDIT OPTIONS ARE
     PERFORMING?

A7   You have several ways to access information about the investment credit
     options:

     -   Log on to http://benefits.unitedhealthgroup.com or
                   http://online.metlife.com/401k/ubc
         From benefits.unitedhealthgroup.com, click on "Your 401(k) and ESOP
         Information" to link to the site.

     -   You also have daily access to your account and the quarterly
         performance of the investment credit options by calling the
         Retirement Plans Service Center at 1-888-842-2756.

     -   In addition, you will receive a quarterly statement of your account
         balance. The statement includes the investment credit performance of
         each of the fund options.

                          (CONTINUED ON BACK COVER)

                                                                             13

<PAGE>

QUESTIONS & ANSWERS (Continued)

Q8   CAN I CHANGE MY DISTRIBUTION ELECTION AFTER I BEGIN PARTICIPATING IN THE
     PLANS?

A8   No. Once your election has been made to defer funds into the Plans, the
     IRS requires that you not be permitted to exercise any subsequent control
     over the form or timing of your distribution. If you were allowed to
     change your distribution election, the IRS would generally consider you
     to be in constructive receipt of your account, and your account would be
     subject to tax in the year in which the election is changed.

Q9   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?

A9   The contributions that you make to the ESP, and the 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.

     Your deferral contributions and any Company matching contributions are
     subject to FICA taxation in the year in which they are contributed to the
     ESP. Whether these contributions are actually taxed depends on 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 2000
     for the OASDI portion of the tax is $76,200. If at the time that deferral
     and matching contributions are contributed to the ESP, you have not
     exceeded the OASDI wage base, the OASDI tax will be withheld before the
     contributions are made. Once you reach the $76,200 wage base, the OASDI
     tax will not be withheld from subsequent deferrals and match. 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
     2000, before they are contributed to the ESP.

THIS BROCHURE PROVIDES HIGHLIGHTS OF THE UNITED HEALTHCARE CORPORATION
("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.

14

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