lesters program. everybody talks about robust and adaptive. i will tell you the programs we invest in, we'll get fired if we under invest the point of the matter is we have to invest in something. we filled our first waste water plant. you build one that sat there waiting for the population you would get fired and that thes terminology we have to use. we invest the things to day that become the solution for tomorrow and the state has the resources now and probably in about a year or a year and a half we can't do more studies we have to move on action steps not only for the global warming but the endangers species questions nor owe and we can make those decisions and i don't fear them because i think we have good enough engineers and solutions and coupled with what lester concluded with, we have to get a level on thecs 2 gas emissions. i don't care if people are worried about global warming or not. you can get them into arguments. while we're doing some thing about it it's going to be more volatile and cause problems. what am i doing? i started

some employees had the choice lester, and this year they did not have the option. looked at wellness programs, which has been one of the most important initiatives that most large employers have been providing in the last five years, increasingly. there are well as programs targeting obesity, and in terms of employees, 76% said yes, and 23% said no. for spouses andomestic partners, 42% have said yes, and that has been a growing number. will probably see more, assuming the regulation does not keep us from doing some of those things. we begin to see a small, but significant number offering well as programs to children. as i am sure you all know, we have a national crisis in that regard. if you turned to the next page, you will see the kind of things that are being done for participation in wellness activities in 2011. 41% are providing a premium discount for participation. in this case, it is through health assessment. th is a really big number. 5% are offering a premium surcharge. we like carrots, better than sticks, at least so far. 70% are offering other incentives related to the help -- 17%

some employees had the choice lester, and this year they did not have the option. we looked at wellness programs of the most important initiatives that most large employers have been providing in the last five years, increasingly. there are well as programs targeting obesity, and in terms of employees, 76% said yes, and 23% said no. for spouses and domestic partners, 42% have said yes, and that has been a growing number. will probably see more, assuming the regulation does not keep us from doing some of those things. we begin to see a small, but significant number offering well as programs to children. as i am sure you all know, we have a national crisis in that regard. if you turned to the next page, you will see the kind of things that are being done for participation in wellness activities in 2011. 41% are providing a premium discount for participation. in this case, it is through health assessment. that is a really big number. 5% are offering a premium surcharge. we like carrots, better than sticks, at least so far. 70% are offering other incentives related to the help -- 17%, our offer and