Bank of America

2012 U.S. Benefits Summary
This document is intended as an overview only and does not describe all eligibility restrictions and benefit limitations. All programs and benefits are subject to change at any time. For detailed information on your Bank of America benefits available to employees in the U.S., refer to the Benefits & Pay tab on Flagscape® or the most recent edition of the Associate Handbook, also available on Flagscape. Additional sources of information are listed in the benefits resources section of this booklet. If there is a difference between this brochure and what is written in the benefits policies or plan documents, the policies or plan documents will govern.

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Health and Insurance
Health Care Benefits Eligibility

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Full-time and part-time (working more than 20 hours) employees are generally eligible for health and insurance benefits. Part-time employees working less than 20 hours are generally not eligible for health and insurance benefits. Coverage under the plans for which you are eligible generally begins on the first day of the month after you have completed one full month of continuous full-time or parttime employment. The month you begin work as a full- or part- time employee does not count as one full month of continuous employment. For example, if you begin work as a full- or part-time employee in the month of May, your benefit coverage generally begins on July 1. For some benefits, coverage may not become effective until your first day of active work on or after the date you become eligible.

Medical*
*NOTE: The medical plans described are available in 2012. Beginning in 2013, two new types of Health Insurance Plans will be available to all U.S. benefits-eligible employees. The new plans are Consumer Directed Health Plans which are deductible-based. The Comprehensive Traditional Plan will continue to be available only to employees with Performance Year Cash Compensation of less than $100,000 annually (defined as base salary on date of hire for new hires).

Note: Some benefits such as supplemental life insurance are subject to evidence of insurability. Additionally, specific eligibility rules apply for re-hired retirees. Please see Appendix (page 12). In most locations, you can choose from the Aetna Comprehensive Traditional Plan or Aetna Comprehensive High Deductible Plan. Both plans provide coverage for eligible medical services (like doctor’s office visits, specialist care or a hospital stay), coverage of preventative care at 100%, prescription drugs, mental health and substance abuse. Both plans use the same network, offer protection from unexpected health care expenses and allow the flexibility to use out-ofnetwork providers. The difference is in how you pay for care:  Comprehensive Traditional Plan costs more from your paycheck in exchange for generally lower costs when you receive care.  Comprehensive High Deductible Plan costs less from your paycheck. Instead, you generally pay more when receiving care. Depending on where you live, you may be eligible for the Kaiser Comprehensive Traditional Plan, HMSA Hawaii PPO Plan, Triple-S Salud Plan, Aetna Out-of-Area Plan or Aetna International Health Plan. If you are eligible for one of these plans, check your Health Plan Comparison Charts for more detailed information. Your Enrollment Worksheet shows the plans for which you are eligible. You have access to the following dental plans  Aetna Dental Preferred Provider Organization (PPO)  Aetna Dental Maintenance Organization (DMO) for employees in eligible locations Employees in Puerto Rico who elect the Triple-S Salud Plan and employees in Guam and U.S. Virgin Islands who elect the Aetna International Health Plan also will have dental coverage through that plan. You may choose coverage under a single, nationwide vision plan through the Aetna Vision Plan, featuring the EyeMed Vision Care® Access provider network. The Aetna Vision Plan provides coverage for routine eye care, eyeglasses and contact lenses. You also have the option to use providers outside the EyeMed Vision Care Access provider network. Employees in Guam and U. S. Virgin Islands who elect the Aetna International Health Plan also have vision coverage through that plan Note: Depending on your vision needs, the Aetna Vision Discount Program could be a good alternative to the Aetna Vision Plan. This program uses the EyeMed Vision Care Select provider network and offers discounts on routine eye exams, eyeglasses, LASIK surgery, contact lenses, nonprescription sunglasses, contact lens solutions and other eye care accessories. All benefits-eligible employees have access to the Vision Discount Program so there is no need to enroll.

Dental

Vision

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Health and Insurance
Life And Accident Insurance For you: You are provided automatically with associate basic life insurance equal to one times your annual base salary,* to a maximum of $2 million. You may purchase associate supplemental life and accidental death & dismemberment (AD&D) insurance of up to eight times the sum of your annual base salary and eligible bonus amount, to a maximum of $3 million. AD&D provides a benefit if you become paralyzed, dismembered or die as a result of an accident. For your family: You can purchase life and AD&D insurance for your spouse/domestic partner and child(ren).
*For some employees, the amount of coverage for these benefits is calculated based on the employee’s annual benefits base rate (ABBR). For 2012 benefits, ABBR generally is used to calculate associate basic life, associate supplemental life and AD&D insurance. ABBR also is used to calculate LTD benefits and pay while on a paid leave of absence. Refer to the Bank of America Associate Handbook 2010, including the 2011 Summary of Material Modifications, for more information.

Business Travel Accident Insurance Health Flexible Spending Account (Health FSA)

Health Savings Account (HSA)

The bank provides 24-hour coverage at no cost to you while traveling for Bank of America anywhere in the world (does not include everyday commuting). Allows you to set aside money — before taxes — each pay period to reimburse you for eligible health care expenses. The maximum you can set aside per year is $5,000; the minimum is $24.  Eligible expenses include deductibles and copayments under a medical, dental or vision plan and expenses that exceed your medical, dental or vision plan limits.  When you elect to contribute to a Health FSA, you automatically receive a Visa ® debit card, credited with your annual contribution. Use this card at many places that accept Visa, including doctors’ and dentists’ offices, eyeglass and contact lens stores, pharmacies and health care Web sites.  For a full list of eligible expenses and a calculator to help you determine a contribution amount that is right for you, please visit Bank of America Benefit Solutions™ website (bankofamerica.com/benefitslogin).  Employees who enroll in the Comprehensive High Deductible Plan that elect to contribute to an Health Savings Account are not eligible to contribute to a Health FSA. A health savings account (HSA) offers you a unique way to save and pay for your current and future health care expenses An HSA is a tax- advantaged account that’s like a savings account for your medical expenses – contributions, earnings and withdrawals for eligible health care expenses are all generally tax- free, your savings grow year after year and can be used to pay for eligible health care expenses now, next year and for your life. In order to open an HSA, you must be enrolled in a qualifying high-deductible health plan and not participating in any Health Flexible Spending Account, either through Bank of America or another employer (including a spouse’s employer). Employees can make an HSA contribution of up to $3,100 (employee-only coverage) or up to $6,250 (family coverage). Allows you to set aside money — before taxes — each pay period to reimburse you for eligible dependent care expenses, including child care, nursery school, before- or afterschool care, and elder care for an incapacitated adult who lives with you.  You can set aside between $24 and $5,000 per year ($2,500 if you are married and file a separate federal income tax return).  To be eligible for this reimbursement, expenses must be for arrangements that allow you to work.  For more information and a calculator to help you determine a contribution amount that is right for you, visit Bank of America Benefit Solutions™ website (bankofamerica.com/benefitslogin).

Dependent Care Flexible Spending Account (Dependent Care FSA)

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Health and Insurance
Short-term Disability (STD) Provides time off from work and benefits that replace a portion of income if an employee is disabled, up to a maximum of 26 weeks from the date of disability, as determined by the Short-term Disability (STD) Claims Administrator and a treating health care provider. For purposes of determining eligibility for STD benefits, disabled is defined as an employee’s inability to perform his or her essential occupation functions, including working regularly scheduled hours, for more than seven consecutive calendar days because of a pregnancy, illness, injury, non-elective surgery or hospitalization.  Benefits are payable, after the seven day elimination period, as long as the disability continues, for up to 26 weeks. After 26 weeks of continuous disability, an employee may be eligible to apply for Long-term Disability (LTD) benefits. An employee must use any available occasional illness or sickness benefit days, if applicable, to fund the waiting period. Week of Disability Week 1 STD Pay Unpaid elimination (waiting) period (Must be funded with accrued but unused occasional illness or sickness benefit days.) Week 2-9 100% of weekly base pay or ABBR Week 10-26 70% of weekly base pay or ABBR Long-term disability (LTD) coverage pays benefits if an employee is ill or injured and cannot work for the greater of 180 days or the end of short-term disability benefits.  For full-time employees, the bank provides basic LTD coverage to replace 50% of annual base salary* at no cost to the employee. An employee may purchase supplemental coverage (60% of annual base salary or 60% of annual base salary plus 60% of an eligible bonus amount**) on a pretax basis.  Part-time employees may purchase LTD coverage on a pretax basis. A parttime employee may purchase coverage to equal 50% of annual base salary,* 60% of annual base salary or 60% of annual base salary plus 60% of an eligible bonus amount. ** The maximum monthly benefit under the LTD plan, together with all other income benefits, is $30,000. The Bank of America LTD plan has a pre-existing condition limitation. No LTD benefits are paid for any disability that starts before the end of the first 12 months following your effective date of coverage that is caused by or contributed to by a pre-existing condition. A condition is considered pre-existing if, during the three months before your effective date of coverage, it was diagnosed, treated, or you received services for the diagnosis or you took drugs or medications prescribed or recommended by a physician for that condition.
*For some employees, the amount of coverage for these benefits is calculated based on the employee’s annual benefits base rate (ABBR). For 2012 benefits, ABBR generally is used to calculate associate basic life, associate supplemental life and AD&D insurance. ABBR also is used to calculate LTD benefits and pay while on a paid leave of absence. Refer to the Bank of America Associate Handbook 2010, including the 2011 Summary of Material Modifications, for more information. **This option will be available only if you have an eligible bonus amount for the 2012 plan year based on the 2010 performance year.

Long-term Disability (LTD)

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Life Management Programs
Eligibility In general, to be eligible to participate in a life management program, you must be a U.S.-based full-time or part-time employee. Part-time working less than 20 hours employees are eligible for some life management programs. These programs are generally available immediately after employment, but some programs have specific eligibility requirements, and/or you must complete an application and enrollment process.  Reimburses U.S.-based employees up to $8,000 for eligible expenses related to the legal adoption of a child under the age of 18.  Employees must be employed within Bank of America when adoption expenses are incurred and the adoption is finalized, and must be actively employed, on a paid leave or on an unpaid adoption leave at the time of reimbursement.  If an employee receives financial adoption assistance from any other sources (such as the employee’s spouse’s/domestic partner’s employer), this must be disclosed to ensure that total reimbursement does not exceed 100% of eligible expenses.  Includes adoption of children who are relatives (niece, nephew, grandchild or cousin), but does not cover adoption of a child of an employee’s spouse/domestic partner (unless deceased). International children who meet all applicable U.S. immigration laws are also eligible Available to U.S.-based employees who earn an annual base salary of $55,000 or less, with an annual family income that does not exceed $100,000. Eligible employees can receive up to $240 per month, depending on the age of the child and the type of care. Your child’s age Under age 5 Age 5 to under age 13 Licensed Care (Example: child care center) Up to $240 per month, per child Up to $205 per month, per child Informal Care (Example: babysitter, family friend) Up to $135 per month, per child Up to $120 per month, per child

Adoption Reimbursement

Child Care Plus®

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Employee Assistance Program (EAP)

The child must live with the employee, and the employee must be entitled to claim the child as a dependent on the employee’s federal income tax return.  Child care must be necessary to enable the employee to work at Bank of America.  Eligible employees can begin the enrollment process immediately after they are hired.  Employees cannot receive reimbursement for eligible expenses paid to a child care provider who is under the age of 19, a spouse/domestic partner, foster parent or any person who assumes a parental role for the child needing care. Provides confidential, counseling to you and your family for any personal issue, including marital or family conflict, stress or coping with grief after the loss of a loved one.  EAP offers access to unlimited confidential telephonic counseling sessions, and up to three free in-person counseling sessions per issue per employee (or family member) each year.  EAP can be accessed 24/7 by calling Aetna Health Concierge (1.877.444.1012) or logging on to your profile on Aetna Navigator (www.aetna.com). You can also access EAP online at www.aetnaeap.com. Select ―Aetna EAP‖ and enter the login ID EAP4BANK.

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Life Management Programs
Flexible Work Arrangements Provides innovative solutions that help you strike the right balance between your work life and personal life obligations. Note: Keep in mind that not every job is eligible for a flexible work arrangement. Therefore, a flexible work arrangement should be reviewed and agreed upon between a manager and employee before being implemented. My Work® Employees are permitted to work from a variety of locations, including a My Work center, other bank location, or home, instead of a traditional, dedicated cubicle or office location. Flexible Work Schedules Provides the opportunity for an employee to work a flexible schedule, including a flexible workday start and end time, flexible work days, and compressed work weeks. Working Reduced Hours/SelectTime Allows employees the opportunity to reduce their normally scheduled hours and job responsibilities, with their manager's approval, for a specific need, including a gradual return from a medical leave of absence. Loaned Hours The Loaned Hours Program allows employees to work in more than one overtime-eligible position within the company. Scheduled hours for both positions may be combined for greater benefits eligibility Job Sharing Allows two non-overtime-eligible employees to share the responsibilities of one job. For example, two employees can share one full-time job and each work 20 hours a week.  A free, confidential resource and referral program providing practical advice and consultations to help you manage work and personal responsibilities, including assistance with child and elder care, taking care of yourself, financial consulting and tax questions.  Experts offer seminars on a variety of topics, like achieving balance in life, parenting, elder care and financial counseling.  LifeCare can be accessed 24/7 by calling Aetna Member Services (1.877.444.1012). You can access LifeCare online at www.aetnaeap.com. Select ―Aetna EAP‖ and enter the login ID EAP4BANK.  Reimburses U.S.-based employees who have worked at Bank of America for at least six months, up to a maximum of $5,250 per year for eligible tuition and tuition-related expenses for undergraduate and graduate courses.  Employees must receive manager confirmation that their job performance ratings meet or exceed the performance expectations documented in their Performance Plan and Evaluation form prior to enrolling in a course.  Courses must be job-related or in support of a job-related degree program; job-related means relevant for the employee’s current position at Bank of America or future job at the bank to which the employee is aspiring.  Courses must be taken at a college or university as published by the American Council on Education or accredited with the US Department of Education or the Council for Higher Education.  Employees must receive a grade of C or higher, or Pass for eligible undergraduate courses, or a grade of B or higher for eligible graduate courses. There is no credit-hour cap per semester or quarter.  Employees must be actively employed with Bank of America when their courses begin and at the time of reimbursement after the course has been completed.

LifeCare

Tuition Reimbursement

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Life Management Programs
Commuter Benefit Program

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Group Auto And Home Insurance

Allows payment of eligible work-related commute expenses with before-tax dollars. Available to all U.S.-based employees except contract and temporary employees. Enrollment allowed as soon as administratively possible after hire. Parking and mass transit expenses eligible (including ferry, bus, light rail, subway, and vanpool). Provides qualified employees with special group rates on a variety of insurance policies, including those for homes and condominiums, autos, recreational vehicles and rental homes.  Employees who work 20 hours or more per week can enjoy the added convenience of having their premiums deducted from their paychecks.  For more information, call 1.800.GETMET8 (1.800.438.6388) or visit www.metlife.com/bankofamerica.  Banc of America Insurance Services, Inc. is a non-bank subsidiary of Bank of America, N.A. (doing business as Banc of America Insurance Agency in NY), is acting as insurance producer and will receive commissions for insurance policies sold through this program.

Time Away
Eligibility Vacation Eligibility for certain time-off benefits may depend on full-time or part-time status, job band and years of continuous service. With the exception of employees in bands 0-3, commissioned employees, or employees scheduled to work less than 20 hours per week, any full- or part-time employee in the U.S. is eligible to earn (accrue) paid vacation upon hire or rehire. The amount of vacation for which an employee is eligible is based on job band and years of continuous service. Note that an employee will experience a break in service if employment with Bank of America ends for 180 calendar days or more. Annual Vacation Eligibility (allotment) Job band Bands 4–5 Bands 6–7 Years of continuous service 0–24 years 25 or more years 0–14 years 15–24 years 25 or more years Bands 8–9 0–4 years 5–14 years 15–24 years Weeks of vacation per year 4 weeks 5 weeks 3 weeks 4 weeks 5 weeks 2 weeks 3 weeks 4 weeks

Holidays

25 or more years 5 weeks An employee may not carry over any unused vacation into the next calendar year, unless otherwise required by law or with management approval. Provides 10 days of paid time off from work annually in observance of holidays. Generally, Bank of America observes the Federal Reserve holiday schedule. However, certain business units may observe a different holiday schedule based on business needs, such as the New York Stock Exchange holiday schedule.  An employee on a paid or unpaid leave of absence is not eligible for paid holidays or a floating holiday for any holidays that are observed during the employee’s leave.  An employee may not carry over any unused floating holidays into the next year, unless otherwise required by law.

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Time Away
Purchased Time Off (PTO) Provides an opportunity to purchase time off from work beyond an employee’s annual vacation allotment.  An employee may purchase a minimum of four hours and a maximum of an employee’s weekly projected average hours, up to 40, shown as weekly scheduled hours on the payroll system.  An employee must obtain manager’s approval before electing to purchase time off. Failure to obtain manager’s approval may result in purchased time off being denied or the election being cancelled. With the exception of employees in bands 0–3, commissioned employees, employees in the U.S. scheduled to work less than 20 hours per week and employees working in Puerto Rico, any full- or part-time employee in the U.S. are eligible to purchase time off. Provides paid time off from work for an employee’s personal illness or an illness of a spouse/domestic partner, parent, child or child of a spouse or domestic partner.  With the exception of employees in bands 0-3, commissioned employees or employees scheduled to work less than 20 hours per week, any full- or part-time employee in the U.S. is eligible to receive 10 occasional illness days. The 10 days are pro-rated based on regularly scheduled hours. o An employee may not carry over any unused occasional illness days into the next year, unless otherwise required by law. o An employee may use up to two of the 10 occasional illness days for personal reasons with his or her manager’s approval. Provides 12 weeks paid and up to 14 weeks unpaid time off from work to care for and bond with a newborn or adopted child for a maximum of 26 weeks in a rolling 12-month period. These leave provisions comply with and in some instances exceed the requirements of the Family and Medical Leave Act (FMLA). Any full- or part-time U.S. employee with a minimum of one year of continuous service as of the date of birth or date the child is placed for adoption may be eligible for Parental Leave. An eligible employee is defined as a natural parent, same-sex partner of a natural parent, or a new adoptive parent.  To be eligible for adoption leave, the child must be under the age of 18 years on the date of placement for adoption. Provides unpaid time off from work for an employee’s own serious health condition, to care for a family member with a serious health condition, or for military-related exigencies and military caregivers, for a maximum of 26 weeks in a rolling 12-month period. For purposes of this policy, family member is defined to include those for whom leave can be taken under the Family and Medical Leave Act (FMLA) (specifically, a parent, spouse, or child) and also includes an employee’s domestic partner, parents of spouse or domestic partner, siblings, grandparents, and other individuals for whom the employee has primary care responsibilities. Any full- or part-time employee in the U.S., or U.S. employee working less than 20 hours per week who has worked at least 1,250 hours within the prior 12 calendar months and a minimum of one year of cumulative service as of the date of leave commencement, may be eligible for Family Care Leave. Provides paid time off from work when an employee is required by a court to report for jury duty.  With the exception of employees scheduled to work less than 20 hours per week, any full- or part-time employee in the U.S. may be eligible for up to 26 weeks of paid time off from work for jury duty.

Occasional Illness Days

Parental Leave (Maternity, Paternity, Adoption)

Family Care Leave

Jury Duty

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Time Away
Medical Leave Provides unpaid time off from work if an employee is unable to work, including regularly scheduled hours, for more than seven consecutive calendar days, because of a pregnancy, illness, injury, non-elective surgery or hospitalization. Medical Leave under this policy can be taken up to a maximum of 24 months from the date of the onset of the medical condition, as determined by the Leaves Administrator and a treating health care Provider. The following employees may be eligible for Medical Leave:

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Personal Leave

Any full- or part-time employee in the U.S. with less than one year of continuous service who is not eligible for coverage under the Bank of America Short-term Disability Plan.  Any full- or part-time employee in the U.S. that has provided medical documentation to the Short-term Disability Claims Administrator but is not eligible for coverage under the Bank of America Short-term Disability Plan.  Any full- or part-time employee in the U.S. with a minimum of one year of continuous service as of the onset of the medical condition and who has been disabled for more than 26 consecutive weeks but does not qualify for the Bank of America Long-term Disability Insurance Plan benefits. Provides unpaid time off from work for absences of more than seven consecutive calendar days for up to 26 weeks, with manager approval, for reasons not covered by other leaves or time off programs. Any full- or part-time employee in the U.S. with a minimum of one year of continuous service who is meeting or exceeding performance/job expectations may be eligible for Personal Leave. Provides paid time off from work in the event of a death of an immediate family member or a person with whom an employee has a close relationship, such that the person is considered to be an immediate family member. With the exception of employees scheduled to work less than 20 hours per week, any full- or part-time employee in the U.S. may be eligible for time off from work due to bereavement up to five days per event. Provides time off and benefits when it is necessary to be absent from work to serve in the uniformed services of the United States. An eligible employee may receive a cumulative total of five years of paid leave.  90 days full pay for each Military Leave period.  Supplemental pay is provided for each Military Leave period that extends beyond 90 days for the remainder of the Military Leave period, or until the five year maximum is reached. Provides paid time off from work for Military Reserve or National Guard annual training duty. Any full- or part-time employee in the U.S. may be eligible for up to two weeks per calendar year. Provides unpaid time off from work to train and participate in the Olympic, Special Olympics or Paralympics Games. Any full- or part-time employee in the U.S. with a minimum of one year of continuous service may be eligible for Olympic Leave.  An employee must be a member of the United States Olympic or Special Olympics team.

Bereavement

Military Leave

Military Reserve Annual Training Olympic Leave

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Employee Retirement Plans*
401(k) Plan Available to full-time, part-time and temporary employees.  You are eligible to contribute upon employment. Shortly after your employment date, you will receive information on how to enroll in the 401(k) plan.  The 401(k) plan provides company matching contributions after completing one year of services as well as multiple investment choices allowing you to manage your retirement savings.  To help your retirement savings grow, the company makes an annual company contribution of 2% or 3% of your eligible compensation, based on your years of service.

* Employees who have previously worked for Bank of America or for a predecessor company may be eligible for different employee retirement plans or may begin participating sooner. All rehires (including rehired retirees) are placed in the retirement plan in which they most recently participated, or were eligible to participate (assuming they met the eligibility requirements for the plan prior to being rehired).

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Other Employee Programs
Joe Martin Scholarship Program Provides dependents of band 4–9 employees with $2,500 annually in scholarship assistance for college or vocational schools in the U.S., based on financial need, academic achievement, leadership, character and contributions to school and community. Applications are accepted December through February. Employees must be actively employed at Bank of America for one full year. Employees’ dependents must be age 23 or younger and meet academic and extracurricular activity requirements.  The scholarships are available for undergraduate degrees only.  More information on the Joe Martin Scholarship can be found at http://www.bankofamerica.com/foundation/index.cfm?template=fd_joemartin Bank of America employees may donate cash or securities from $25 to $5,000 to qualifying nonprofit organizations, and Bank of America will match the donations.  More information about the Matching Gifts program can be found at http://www.bankofamerica.com/foundation/index.cfm?template=fd_match inggift Full-time employees can use up to two paid hours per week (including travel time) to volunteer at a local organization, including schools, shelters, food banks, mentoring programs, volunteer centers and similar organizations.  Full-day volunteer opportunities such as Habitat for Humanity®, school field trips, and corporate- and market-level official sponsorships may qualify with manager approval.  Manager approval is required. An unrestricted grant is made to any qualifying nonprofit organization for which an employee has committed substantial volunteer hours within a calendar year.  For 50 hours of volunteer time within a calendar year, Bank of America Corporate Philanthropy will give a $250 grant. For 100 hours of volunteer time within a calendar year, the grant is $500. An employee may apply for one grant during a calendar year.  Qualified organizations must have a 501(c)(3) tax-exempt status and serve communities in the areas of community development, health and human services, or arts and culture.  More information on program parameters can be found at http://www.bankofamerica.com/foundation/index.cfm Participation in Bank of America Community Volunteers is an invaluable experience. It offers employees and retirees personal and professional development experiences, as well as volunteering and networking opportunities outside the workplace.  Consists of seven networks: Neighborhood Preservation/Community Development, Education/Youth Development, Environment, Diversity, Arts, Health & Human Services and Speaking Networks. Interact with employees from different lines of business and all management levels.  Discover common career issues facing employees across the company.  Develop leadership, management and communication skills.  Live the Bank of America Spirit by enhancing the employee experience for yourself and others around you.

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Matching Gifts Program

Volunteer Time

Volunteer Grants Program

Bank Of America Community Volunteers

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Appendix / Special notes
Special note on Health Benefits for Re-hired Retirees If you are a current retiree of Bank of America or one of the bank’s legacy companies and are re-hired by Bank of America,* you will no longer be eligible to maintain your 2012 retiree medical coverage (including retiree health care accounts) while actively employed. If you are re-hired by the bank and are regularly scheduled to work 20 hours or more per week, you will become eligible for plans offered to active, benefits-eligible bank employees (including medical, dental, vision, health care accounts and life insurance, among others). When you retire again in the future, your retiree medical, retiree dental, retiree vision, retiree health care accounts and, if applicable, retiree life insurance coverage will be available to you again in retirement, subject to plan and eligibility rules. If you are re-hired by the bank and are a temporary employee or are regularly scheduled to work less than 20 hours per week, you will become eligible for medical plans and health care accounts offered to active, benefits-eligible bank employees; however, your retiree dental, retiree vision and, if applicable, retiree life insurance benefits will not be impacted. When you retire again in the future, your retiree medical coverage (including retiree health care accounts) will be available to you again in retirement, subject to plan and eligibility rules. Please refer to the Bank of America Associate Handbook 2010, including the 2011 and 2012 Summary of Material Modifications, for additional information regarding plans offered to active, benefits-eligible bank employees. Please refer to the Bank of America Retiree Health and Insurance Summary Plan Description 2011 and 2012 Summary of Material Modifications for additional information regarding plans offered to benefitseligible bank retirees.
* Applies if you are working for a participating employer in the United States, or you are an international assignee whose designated home or host country is the United States. Note that you are not eligible for benefits if you are a foreign national regularly employed outside the United States or you are a U.S. citizen employed overseas on the payroll of an overseas facility.

Every effort has been made to ensure the accuracy of the contents of this communication. However, if there are any discrepancies between this communication and the official plan documents, the plan documents always will govern. Bank of America reserves the right to amend or terminate any benefit plan in its sole discretion at any time and for any reason. The bank also retains the discretion to interpret any terms or language used in this guide.

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