2013 Benefits Update For Xerox Services Employees

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2013 Annual Enrollment October 29 – November 12To enroll, log on to https://infobank.acs-inc.com. Enter your WIN and password to enter the site, then select BenefitsWeb. (If you’ve forgotten your Infobank password, use the Reset Password feature.)

Please see page 11 to see how your benefit coverage is affected if you do not enroll.

2 2013 Benefits Update

Get Ready to Enroll

Benefit Updates for 2013 ..............3Medical Coverage ...................................3

Prescription Drug Benefits ...................4

Incentives for 2013 ................................4

How to Complete Your Wellness Screening .................................6

Working Spouse/Domestic Partner Surcharge ...................................................6

Dental Plan ................................................7

Vision Plan ..................................................7

Savings and Spending Accounts ......8

Voluntary Supplemental Benefit Changes ......................................8

Life Insurance ...........................................9

Accidental Death & Dismemberment Insurance ...............9

Disability Coverage ................................9

Ready to Enroll? .............................10Learn More ..............................................10

Default Coverage If You Do Not Enroll ..........................................11

This year’s Annual Enrollment period will take place between October 29 and November 12. This benefits update guide describes changes to your benefits coverage for 2013. Please read this guide to prepare for Annual Enrollment and refer to your 2013 Benefits Enrollment Guide for additional information during Annual Enrollment.

Note: The deadline to complete wellness screenings and earn incentives, has been extended to December 10, 2012. See page 4 for more details.

2013 Benefits Update 3

Medical CoverageXerox provides medical benefits that include preventive care to keep you healthy, and financial protection against catastrophic illness or injury. Changes for 2013 include closing the Xerox Services PPO Plan enrollment to new members, more coverage levels, expanded preventive care benefits and more.

Consumer Choice Plan enhancements• The annual deductible will decrease from $1,500 to $1,250 for

Employee only coverage and from $3,000 to $2,500 for Family coverage (Employee + 1 or more dependents).

• New minimums and maximums on coinsurance after the deductible for specialty drugs (drugs used to treat certain complex, chronic and often costly conditions, such as cancer, HIV/AIDS, rheumatoid arthritis, etc.); Generic: $75 min./$150 max., Brand: $150 min./$250 max.

• Choice of carriers, depending on your location: Anthem or Cigna in some regions, and BlueCross BlueShield of Texas (BCBSTX) or Aetna in other areas. You can view the carriers available in your area when you log on to BenefitsWeb.

• Increased Health Savings Account (HSA) contribution limit; see page 8 for details.

Xerox Services PPO Plan frozen to new entrantsBeginning January 1, 2013, Xerox will freeze the Xerox Services PPO Plan (formerly the ACS PPO Plan) to new entrants. This means that if you are enrolled in the Xerox Services PPO Plan for 2012, you can remain in the plan for 2013. You also can move to the Consumer Choice Plan. If you are not currently enrolled in the Xerox Services PPO Plan, it will not be available to you for 2013.

Kaiser HMO Plans frozen to new entrantsIf you are currently enrolled in a Kaiser HMO Plan for 2012, you can remain in the plan for 2013 or switch to another available plan. These plans will not be open to new members in 2013.

Discontinuing plansThe plans listed below will be discontinued effective January 1, 2013. If you are currently in one of these plans, you will automatically transition to the Xerox Services PPO Plan with your current covered dependents, unless you make a different election during Annual Enrollment.

– UnitedHealthcare HMO Florida

– Anthem Kentucky PPO

– Highmark Pennsylvania

– Blue Cross HMO California

Employees of CDR AssociatesXerox will offer a single medical plan option to all CDR employees for 2013: CareFirst Blue Preferred, administered by CareFirst Blue Cross Blue Shield. Refer to the Summary of Benefits and Coverage (SBC) on BenefitsWeb for details.

New coverage levels (tiers)In 2013, you will be able to choose from nine coverage tiers:

• Employee only

• Employee + 1 child

• Employee + 2 children

• Employee + 3 children

• Employee + 4 or more children

• Employee + spouse/domestic partner

• Employee + spouse/domestic partner + 1 child

• Employee + spouse/domestic partner + 2 children

• Employee + spouse/domestic partner + 3 or more children

Note: For purposes of the Consumer Choice Plan, coverage for employee + one or more dependents is sometimes referred to as “Family” coverage.

Benefit Updates for 2013

Here is a summary of the benefit changes you’ll see for 2013 and some important things you’ll need to know about this year’s enrollment.

Get the Full PictureThis brochure highlights key medical plan changes for 2013. There may be other plan design changes not shown here, so make sure you review the Summary of Benefits and Coverage (SBC) documents on BenefitsWeb for a more comprehensive view of your 2013 coverage. Refer to page 10 for details.

4 2013 Benefits Update

Prescription Drug Benefits for Consumer Choice and Xerox Services PPO PlansPrescription drug benefits are included with your Xerox Services medical plan coverage. In 2013, Medco will change to Express Scripts. Your prescription drugs will be covered at the same level; only the administrator will change. The new website address is: www.express-scripts.com/XeroxServices.

Medco members will continue to see the Medco name on certain communications for now. You can use your current ID card, continue filing claims and using the mail order pharmacy as you do now. New ID cards will not be issued unless you enroll in (or default to) the Consumer Choice Plan or Xerox Services PPO Plan for the first time, or if you choose a different medical plan carrier.

Walgreens will continue to be excluded from the Medco/Express Scripts pharmacy network.

Enhanced Contraceptive CoverageWomen’s preventive care coverage will be expanded as a result of health care reform, and more services will be covered at 100% with no deductible or other out-of-pocket costs when you use an in-network provider.

Incentives for 2013

As part of Healthy Together, Xerox’s wellness initiative, you can reduce your costs for 2013 medical coverage when you complete a wellness screening. The wellness screening has two parts:

Step 1: A confidential online health questionnaire, and

Step 2: A free lab test (blood draw) through three convenient options:

� On-site, at several Xerox locations

� At one of over 2,000 Quest Diagnostics® Patient Service Centers across the U.S.

� From your primary care doctor as part of your annual preventive care visit (your doctor can complete a Physician Results Form with your screening results),

Wellness screening incentives apply to employees* hired before September 15, 2012, who are not eligible for a limited medical plan. You and your covered spouse/domestic partner must complete both the online health questionnaire and the lab test by the extended deadline of December 10 to earn the health incentive for 2013. The Learning Incentive will not be available for 2013.

The wellness screenings also will determine your eligibility for an additional tobacco-free incentive. You must test negative for nicotine as part of the wellness screening lab test to be eligible for the tobacco-free incentive in 2013, even if you self-certified as a non-tobacco-user for 2012. Your spouse or domestic partner must be covered by a Xerox medical plan to be eligible. Note that you may also be eligible to receive the tobacco-free incentive if your physician certifies that it is inadvisable or unreasonably difficult for you to quit tobacco at this time due to a medical condition.

You can earn up to $600 per year ($25 per paycheck) toward your 2013 medical coverage costs or up to $1,200 per year ($50 per paycheck) if you’ll be covering your spouse/domestic partner for medical benefits in 2013.

Activity Employee Incentive

Spouse Domestic Partner Incentive

Total Incentive Potential

Complete wellness screening (health questionnaire and lab test) by the enrollment deadline

$300 $300 $600

Test negative for tobacco $300 $300 $600

Total: $1,200

For detailed instructions on how to complete these required steps, visit the Healthy Together & Incentives booth in Benefits Expo on BenefitsWeb.

* PLEASE NOTE: The wellness screening incentives are not available to employees in Hawaii, employees hired on September 15, 2012 or later, or employees enrolled in the Aetna SRC Affordable Health Plan, a Cigna Starbridge Choice Plan or Symetra Medical Plan (known as the limited medical plans). However, these employees may still earn incentives and should refer to “Incentives for Special Groups” on page 5 or the Healthy Together & Incentives booth in Benefits Expo for details. Union employees will receive separate incentive information prior to their Annual Enrollment period.

Note: The deadline to complete wellness screenings has been extended to December 10, 2012.

2013 Benefits Update 5

Incentives for Special GroupsIf you belong to one of the following groups, you can reduce your costs for 2013 medical coverage by completing the activities shown below.

Employee Group Incentive Opportunity

Activity Health Incentive Discount (toward your Company-sponsored medical plan contributions)

Employees hired on or after September 15, 2012 (who are not part of one of the groups listed below)

You complete two online health education courses • $5 per pay in 2012

• $12.50 per pay in 2013

Your spouse/domestic partner completes two online health education courses

• $12.50 per pay in 2013

You attest to being tobacco-free • $4 per pay in 2012

• $12.50 per pay in 2013

You attest that your spouse/domestic partner is tobacco-free

• $12.50 per pay in 2013

Go to www.assethealth.com/healthelearning. Courses must be completed by the extended deadline, December 10, 2012, to receive the 2013 incentive, or by the end of your 30-day election period to qualify for the 2012 incentive.

Employees enrolled in a Limited Medical Plan for 2013

Note: If you are eligible for both a Limited Plan and the CCP and choose to enroll in the CCP, you will be eligible for the wellness screening incentive opportunities described on page 4.

You complete two online health education courses • $5 per pay in 2012

• $6.25 per pay in 2013

Your spouse/domestic partner completes two online health education courses

• $6.25 per pay in 2013

You attest to being tobacco-free • $4 per pay in 2012

• $6.25 per pay in 2013

You attest that your spouse/domestic partner is tobacco-free

• $6.25 per pay in 2013

Go to www.assethealth.com/healthelearning. Courses must be completed by the extended deadline, December 10, 2012, to receive the 2013 incentive, or by the end of your 30-day election period to qualify for the 2012 incentive.

Union Employees Separate incentive information will be provided prior to the union Annual Enrollment period.

Hawaii Residents Medical premium cost incentives are not available for residents of Hawaii. You are welcome to complete the wellness screening, but premiums are already lowered by law, so completing the screening will not affect your costs.

6 2013 Benefits Update

Working Spouse/Domestic Partner SurchargePlease remember that if you enroll your spouse or domestic partner in a Xerox Services medical plan, and he or she is eligible for medical coverage through another employer, you will be responsible for paying a Working Spouse/Domestic Partner Surcharge of $1,000 per year ($41.66 per paycheck throughout the year).

You are not required to pay the surcharge in 2013 if your spouse or domestic partner:

• Does not work, even if he or she is enrolled in Medicare,

• Was laid off from his or her job and did not elect COBRA,

• Works for a company that does not offer medical coverage, works part-time or was not offered medical coverage through his or her employer for any other reason, and/or

• Is also a Xerox or Xerox Services employee.

The Working Spouse/Domestic Partner Surcharge will be applied automatically when your spouse or domestic partner is covered under a Xerox Services medical plan for 2013 – even if you removed the surcharge for 2012. If the surcharge does not apply to your situation (as outlined in the bullet points above), you must indicate this when you submit your Annual Enrollment elections to have the surcharge removed from your payroll deductions in 2013.

How to Complete Your Wellness Screening• To register for your wellness screening, go to

https://my.blueprintforwellness.com or call 1.866.908.9440. When prompted for your registration key, enter “Xerox.” You’ll then be asked to enter your employee ID (this is your 8-digit WIN). Your spouse/domestic partner should register using your ID and adding “S” to the end. Don’t forget to complete the online health questionnaire while on the site.

• In some areas there may be limited Quest Diagnostics Patient Service Centers, so you may want your doctor to complete the Physician Results Form instead. Or you may wish to use the form if you’ve already had your annual physical in 2012. The form can be found on https://my.blueprintforwellness.com, under the ‘My Account’ links on the left hand side. Click on ‘About My Program’ to open the form.

• If your spouse/domestic partner is not covered in 2012: You must elect to cover your spouse/domestic partner on your medical plan coverage during the 2013 Annual Enrollment period before he or she can register for a wellness screening and complete the required online health questionnaire. Because some of the on-site screenings will occur prior to the start of the Annual Enrollment period, you should be prepared to have your lab test performed at a Quest Diagnostics Patient Service Center.

• Attention Residents of Puerto Rico and Northern California: Because the Quest Diagnostics Patient Service Centers in your area are serviced by a subsidiary of Quest Diagnostics, you have a different process for the lab test. First, visit https://my.blueprintforwellness.com and register. As part of the registration process you’ll be asked to make an appointment. The appointment date must be at least 10 days after the date you register. Approximately seven to 10 days after you register, you will receive a letter and a paper requisition form. Take the paper requisition form with you when you go to the Quest Diagnostics Patient Service Center for your lab test.

Visit the Healthy Together & Incentives booth on Benefits Expo via BenefitsWeb for more information about wellness screenings.

2013 Benefits Update 7

Dental PlanThe Dental Plan options are designed to help you with the expenses involved in maintaining good dental health.

For all three plans (Premium, Value and Basic) in 2013, there will be a deductible of $50 per individual. For families with three or more covered members, the deductible for all covered members will be considered met after three individuals each hit their $50 deductible. (The maximum deductible for families of three or more individuals is three separate $50 deductibles, for a total of $150.) The deductible will not apply to preventive/diagnostic or orthodontic services.

In 2013, you will be able to choose from four different coverage tiers:

• Employee only

• Employee + 1 dependent

• Employee + 2 dependents

• Employee + 3 or more dependents

Other changes include:

• Bite-wing x-rays will be limited to once per year for adults and children.

• Adult fluoride will no longer be covered under any plan option.

• Implants will be covered at 40% under the Basic Plan and 50% under the Value and Premium Plans.

Vision PlanThe Vision Plan is administered by EyeMed and includes a broad network of participating providers. In 2013, you will be able to choose from four different coverage tiers:

• Employee only

• Employee + 1 dependent

• Employee + 2 dependents

• Employee + 3 or more dependents

Employees of CDR AssociatesThe CareFirst dental plan will not be offered in 2013. CDR employees will have a choice of the Basic, Value and Premium Plans offered by Xerox Services. If you are currently enrolled in dental coverage and you do not submit Annual Enrollment elections by November 12, you will be defaulted into the MetLife Value Plan. Refer to your enrollment guide for details.

8 2013 Benefits Update

Savings and Spending Accounts Xerox Services has two types of accounts to help you offset your out-of-pocket health care expenses. These accounts give you the opportunity to pay for eligible health care on a before-tax basis.

• Health Savings Accounts (HSA) – for participants in the Consumer Choice Plan

A key advantage of the HSA is that any remaining balances can be carried over from year to year for future use. Xerox Services makes contributions to your account each pay period, as shown below.

– Employee Only coverage: $540 ($22.50 per pay)

– Family coverage (Employee + 1 or more dependents): $1,080 ($45 per pay)

Health Savings Account (HSA) contribution limits will increase to $3,250 for Employee Only coverage and $6,450 for Family coverage. Remember, HSA contribution limits include both employee and Xerox Services contributions, so your maximum annual employee contribution limit is $2,710 for Employee Only coverage or $5,370 for Family coverage.

You must open your account before December 31 to receive Xerox contributions starting in January. If you open your account late, Xerox Services contributions will not be retroactive.

• Flexible Spending Accounts (FSA)

There are two types of FSAs:

– Health Care Flexible Spending Account (HCFSA) – available for all employees not in the Consumer Choice Plan. Due to regulatory changes, the maximum amount you can contribute to the HCFSA will be reduced from $3,500 to $2,500 for 2013.

– Dependent (Day) Care Flexible Spending Account (DCFSA) – available to all employees. The maximum amount you can contribute to the DCFSA is $5,000, depending on your family situation. Refer to the Benefits Enrollment Guide or speak with your tax advisor if you have questions. Note: The contribution limit may be different for highly compensated employees (HCEs).* If you are affected, you will be notified.

* For 2013, an HCE is anyone who received $115,000 or more in compensation during 2012. These limits are set by the IRS and are subject to change each year.

You must re-enroll in the FSAs each year, even if you are currently participating. For details on either FSA, please visit BenefitsWeb or refer to your 2013 enrollment guide.

Voluntary Supplemental Benefit ChangesXerox Services Cancer/Heart/Stroke Plan DiscontinuedIf you are currently enrolled in the Xerox Services Cancer/Heart/Stroke plan, your coverage will end on December 31, 2012. However, you can file claims for service(s) received on or before December 31, 2012 for up to 12 months. Services received on January 1, 2013 or later will not be covered under the current plan.

If you would like to enroll in the new supplemental benefits options outlined on the next page during this year’s enrollment period, you can do so without providing proof of good health. If you elect one of the new plans, coverage will be effective January 1, 2013.

Transamerica Plans DiscontinuedThe Transamerica Critical Assistance, Accident Insurance and Cancer Select benefits will be discontinued as of December 31, 2012. Instead, Xerox Services will offer new plans through Aetna – with improved plan designs, an expanded list of covered conditions and more competitive rates – as described on the following page.

If you are currently enrolled in the Cancer Select plan, payroll deductions will end on December 31, 2012; however you, may continue coverage by paying premiums directly to Transamerica. You may want to explore the new voluntary supplemental benefit options described on the next page, and compare coverage and pricing.

2013 Benefits Update 9

New Voluntary Supplemental BenefitsNew for 2013, Xerox Services is offering group rates if you would like to purchase supplemental insurance through Aetna. In each case you may purchase supplemental coverage for yourself and your spouse/domestic partner. Coverage for dependents is described within each supplemental benefit section below. The cost of coverage (as shown on BenefitsWeb) depends on the coverage option you elect.

• Supplemental Critical Illness Insurance

Pays a lump-sum, cash benefit when a diagnosis of a specific illness is made, or health event occurs (such as cancer, heart attack or stroke). It is designed to help offset catastrophic expenses that can arise as a result of such illnesses. You can spend the cash benefits as you wish — for example, to pay for domestic care, college education, travel expenses for caregivers, etc. In addition, to encourage you to seek preventive care, the plan also pays you a $50 benefit per covered person per year for certain diagnostic wellness procedures and tests. The $50 preventive benefit applies even if the preventive care is already covered 100% by your medical plan.

Elect coverage equal to $15,000 or $30,000 for you or you and your spouse/domestic partner. Coverage for your dependents is equal to 50% of the benefit amount you elect for yourself; you may cover your children at no additional cost.

• Supplemental Accidental Injury Insurance

The plan includes coverage for dislocations or fractures, injury-related physician or physical therapy visits, emergency room costs and ambulance charges resulting from an accident, and more. Benefits range from $50 to $15,000, depending on the plan selected and the type of injury. The plan also pays a cash benefit equal to $25 or $50 (depending on the option you choose) when you or a covered dependent visit a doctor for any non-preventive reason, such as to treat a cold or other illness. This benefit is limited to $100 or $200 per year, per family. In addition, the plan pays benefits for inpatient and outpatient services related to an injury (plus a $1,000 benefit per hospital admission).

• Supplemental Hospital Indemnity Insurance

Pays cash benefits in the event you, or a covered member, are hospitalized for any reason. Benefits can be used however you choose. You can elect either the Basic Plan ($1,000 per admission, plus $150 per day, for up to 10 days) or the Enhanced Plan ($3,000 per admission, plus $300 per day, for up to 10 days). Coverage is provided for one hospital admission per covered person per year. If you expect hospitalization in 2013 due to a planned procedure or even maternity, be sure to consider this option for a great savings opportunity.

Life InsuranceThrough MetLife, you are offered a variety of life insurance options to protect your family’s financial future.

• For 2013, the maximum coverage has been limited. Xerox Services pays the full cost of basic life insurance coverage equal to one times your base annual earnings, up to $200,000 (previously $1,100,000).

• You may choose to purchase supplemental life insurance coverage equal to one to five times your base annual earnings, up to $3,000,000.

• You may elect supplemental life insurance of one times your salary – or increase current coverage by one times your salary – without providing proof of good health (also known as evidence of insurability or EOI) for 2013.

Accidental Death & Dismemberment (AD&D) InsuranceXerox also offers AD&D insurance, which pays benefits in the event you and/or your eligible dependents suffer a catastrophic loss due to an accidental injury or in the event of death due to an accident.

The Company provides basic coverage equal to one times your salary, up to $200,000, at no cost to you. This is a change from the $1 million limit currently in place. You can elect additional AD&D coverage, in increments of $10,000, up to $1 million.

Disability CoverageYou may choose to purchase short-term disability (STD) coverage, which replaces 60% of your basic earnings if you are unable to work due to an illness or injury.

• Longer STD benefit period: If you elect STD coverage, benefits for a covered disability will continue for a maximum of 150 days (formerly 90 days).

• Longer LTD waiting period: Long-term disability benefits for a covered disability will begin after 150 days (formerly 90 days).

Please note that if you do not purchase STD coverage and experience a disability, you will not be eligible to receive any disability benefit for the 150-day elimination period, after which time LTD benefits will begin for a covered disability.

10 2013 Benefits Update

Learn More…To make the most of your medical plan and other benefits, check out these resources before you enroll, and refer to them as needed throughout the year:

• BenefitsWeb — On BenefitsWeb, access your Benefits Enrollment Guide and other important information about your coverage options.

• Summary of Benefits and Coverage (SBC) — This fall, a new Summary of Benefits and Coverage (SBC) will be available on BenefitsWeb. Now required by law, the SBC is designed to help you better understand your health insurance coverage. All insurance companies and group health plans will use the same standard SBC form going forward. Review this information carefully before making your medical plan election. To access the SBC for your medical plan options:

– Click the name of the medical plan when making your 2013 benefit elections on BenefitsWeb,

– Visit the Medical & HSAs booth in Benefits Expo, or

– Call the Workplace Solutions Center at 888.471.2271 to request a copy to be mailed to your home address.

• Tools for Understanding Costs and Value — Most major medical carriers offer online tools to help current plan participants compare costs for medical procedures, estimate your out-of-pocket costs and find providers and facilities:

– Aetna: www.aetna.com > Member Payment Estimator

– Anthem: www.anthem.com > Estimate Your Cost > Start Cost Search

– BCBS of Texas: www.bcbstx.com > My Health > Tools

– Cigna: www.myCigna.com > Find Docs & Services

– Express Scripts: www.express-scripts.com/XeroxServices > Enrollment Information > Go > (Select the medical plan that applies to you) > Compare Prescription Medication Costs

• Benefits Expo — Want to learn more about your health and benefit plans? Visit the Xerox Services Benefits Expo via BenefitsWeb. Here you can find the Summary of Benefits and Coverage documents (SBCs), explore a virtual benefits fair, view presentations in the Conference Hall, find details about how to qualify for incentives, and access online Health Education Courses in the Learning Center.

• Workplace Solutions Center — For questions and support call the Workplace Solutions Center at 888.471.2271 from 8 a.m. to 8 p.m. ET, Monday through Friday, except Xerox Services holidays.

Ready to Enroll?• Log on to https://infobank.acs-inc.com. Enter your WIN and

password to enter the site. If you’ve forgotten your password, use the Reset Password feature.

• Choose BenefitsWeb. From the InfoBank home page, select the BenefitsWeb link. From BenefitsWeb, you can access all the information you need to make the right benefits decisions for you and your family.

• Explore Benefits Expo. Visit the virtual benefits fair to find details about your benefit options, SBCs, and other important information.

• Enroll. Use the Follow These Steps menu on BenefitsWeb to view important information about your 2013 benefit options, and to elect the benefits you want for the coming year. Once you’ve made your elections click “Submit Changes.” The deadline to submit elections is November 12.

• Confirm Your Elections. After submitting your elections, review your Confirmation Statement carefully. Remember to print a copy of your Confirmation Statement and keep it for your records. If you made your elections online, you will not receive a Confirmation Statement in the mail.

• For additional assistance, contact the Workplace Solutions Center at 888.471.2271. Representatives are available Monday through Friday, 8 a.m. to 8 p.m. Eastern Time, except on Xerox Services holidays.

Ready to Enroll?

2013 Benefits Update 11

Default Coverage If You Do Not EnrollAnnual Enrollment ends Monday, November 12, 2012. The table below shows the coverage you will receive if you do not enroll.

Benefit Current Coverage 2013 Coverage

Medical/Prescription Drug Coverage

Xerox Services PPO Plan No change (including same carrier and your current covered dependents)

Consumer Choice Plan No change (including same carrier and your current covered dependents)

HMO• United Health Care HMO Florida• Highmark Pennsylvania• Blue Cross HMO California

Xerox Services PPO Plan with Aetna (keep your current covered dependents)

Anthem Kentucky PPO Xerox Services PPO Plan with Cigna (keep your current covered dependents)

Limited Medical Plan• Aetna SRC Affordable Plan• A Cigna Starbridge Plan• Symetra Medical Plan

No change (keep your current covered dependents)

Regional plans not listed above (Hawaii, Puerto Rico, Kaiser)

No change (keep your current covered dependents)

Medical plan for CDR Associates CareFirst Blue Preferred Plan – NEW (keep your current covered dependents)

Incentives N/A If you qualify for incentives by completing the required steps, the Health Incentive discount will be applied to your 2013 Company-sponsored medical plan premiums automatically; see page 5 for details

Working Spouse/Domestic Partner Surcharge

N/A $1,000 surcharge will be applied automatically if your spouse/domestic partner is covered under a Company-sponsored medical plan for 2013, even if you removed the surcharge for 2012

Dental Coverage MetLife/Aetna No change (keep your current covered dependents)

CareFirst dental plan for CDR Associates Xerox Services MetLife Value Plan (keep your current covered dependents) CareFirst plan is discontinued

Vision Coverage EyeMed coverage No change (keep your current covered dependents)

Health Savings Account (HSA) Consumer Choice Plan participants only

You have a Health Savings Account Continue employee contributions at same dollar amount; eligible to receive Xerox Services contribution

You have not opened a Health Savings Account No employee contribution for 2013; not eligible to receive Xerox Services contribution (until you open an HSA)

Flexible Spending Accounts (Health Care and/or Dependent Care)

Contributing or Not Contributing No contributions

Xerox Services Cancer/Heart/Stroke Plan (Supplemental Plan)

Participating or Not Participating No participation (plan discontinued)

Transamerica Coverage (Supplemental Plan)

Participating or Not Participating No participation (plan discontinued); you may continue Cancer Select plan coverage directly through Transamerica

NEW Supplemental Benefits (Aetna):• Supplemental Critical

Illness Insurance• Supplemental Accidental

Injury Insurance• Supplemental Hospital

Indemnity Insurance

N/A No coverage

Life Insurance Basic life insurance (Company-paid) = 1x base annual earnings up to $1,100,000

Continue coverage = 1x salary up to $200,000 (new limit)

Supplemental AD&D coverage (employee-paid) Continue current coverage

Accidental Death & Dismemberment (AD&D)

Basic AD&D coverage (Company-paid) = 1x salary up to $1 million

Continue coverage = 1x salary up to $200,000 (new limit)

Supplemental AD&D coverage (employee-paid) Continue current coverage

Short-term Disability Purchase coverage Continue current coverage with new 150-day maximum benefit

No Coverage No Coverage

Long-term Disability Company-provided benefit after 90-day waiting period

Company-provided benefit after 150-day waiting period (new waiting period)

Summary of Material ModificationsThe 2013 Benefits Update and 2013 Enrollment Guide constitute a summary of material modifications. Altogether, this brochure, the enrollment guide and the most recent edition of the Summary Plan Descriptions, are only a summary of your benefit options and do not create a contract of employment between the Company and any employee.*

Details of these plans and programs can be found in the plan documents, collective bargaining agreements or HR policies that govern all aspects of the plan or program or, if applicable, in the agreements between the HMOs and the employees who elect them. In the event of a discrepancy between the information contained in this guide and the applicable HR policies, agreements, collective bargaining agreements or plan documents, the relevant HR policy, HMO agreements, collective bargaining agreements or plan documents shall be controlling. Subject only to any applicable collective bargaining obligations, the Company reserves the right to amend or terminate the plans or programs at any time for any reason.

* Temporary employees (except for certain cases in Hawaii) and independent contractors, including (without limitation) leased employees, project-based employees, contract workers, consultants, or any other third-party personnel, or anyone classified as such by the Company, who perform services for the Company, are neither eligible for, nor covered by, the plans and programs summarized herein (unless they qualify as eligible dependents).

2013 Benefits Update

©2012 Xerox Corporation. All Rights Reserved. Xerox® and Xerox and Design® are trademarks of Xerox Corporation in the United States and/or other countries. XS BR3653