Security

Corporate governance

CIGNA takes corporate governance very seriously. We, together with the Corporate Governance Committee of the Board of Directors, are committed to being good corporate citizens in every aspect of our operations. We believe that by designing and maintaining a comprehensive corporate governance model, we serve our employees, our shareholders and our community. Here are some key elements of our corporate governance framework:

• Board Independence - All but one director, H. Edward Hanway, Chairman and Chief Executive Officer, on CIGNA Corporation's Board of Directors are independent, non-employee directors. Additionally, only independent directors serve on the Audit Committee, Finance Committee, Corporate Governance Committee and People Resources Committee, which oversees executive compensation.
• Direct Communication with the Board of Directors - Shareholders or other interested parties may contact an individual director, one or more of the Committee Chairs (who preside in executive sessions without management), or all of the non-employee directors using the following address:

• Financial Controls - CIGNA's business practices demand strong financial controls, detailed plans and rigorous reviews. Standard operating procedures at CIGNA include regular and appropriate reporting and an internal audit function. The General Auditor meets regularly with the Audit Committee of the Board of Directors. Written complaints regarding accounting, internal accounting controls, or auditing matters may be addressed to:

• Political Contributions - CIGNA seeks to be a meaningful contributor to public policy debates relevant to CIGNA businesses in Washington, D.C. and in state capitols nationwide. It is CIGNA's policy to obey all laws in promoting our positions to government authorities and in making political contributions. CIGNA encourages our employees to participate in the political process as private citizens by registering to vote and staying abreast of the issues. Through CIGNA PAC and limited corporate contributions, we support policymakers at the state and federal levels who believe in market-based solutions to issues of concern to CIGNA businesses.

• CIGNA Corporate Policy for Employees on Political Contributions/Government Contacts (PDF)
• CIGNA Political Contribution Criteria, CIGNA PAC Contribution Criteria & CIGNA PAC Board members (PDF)
• CIGNA PAC Contributions January 1, 2008 - June 30, 2008 and Summary of Contributions by Party (PDF)

• Members of the Board of Directors
• Committees of the Board and Committee Charters
• Board Practices (PDF)

Our shareholders and stakeholders

CIGNA is committed to providing its investors and other stakeholders with accurate, complete and timely reports regarding CIGNA's financial condition and results of operations. At CIGNA, we understand that the way this information is handled, maintained and reported can have a significant impact on CIGNA's reputation and management's ability to make sound decisions. For this reason, we are committed to ensuring that internal and external reports and communications are timely, accurate and understandable.

In addition, CIGNA is committed to ensuring that each of our investors http://www.cigna.com/about_us/investor_relations/index.html has access to material information regarding our operations, results and financial condition at the same time, so that no investor is unfairly disadvantaged with respect to Company information. The Company has a number of processes and policies in place to support our commitment.

Our customers and business partners

We value our relationships with our customers and business partners and take great care to preserve the integrity of those interactions. Because of this, we believe that it is of paramount importance that all of the Company's representatives accurately represent the Company, our products and our services. We must not allow anyone who acts for CIGNA to misrepresent material facts regarding our business, conceal information necessary to understand our proposed business transactions or engage in unlawful, unfair or fraudulent business practices. By adhering to these standards, we can help CIGNA succeed in the marketplace in a manner that makes all of us proud of the work that we do and the Company we represent.

Ethics and compliance

Ethics and Compliance at CIGNA - every employee, every decision, every day.

• Take all the right actions to ensure that we, and CIGNA, comply with all laws, rules and regulations that apply to our business worldwide;
• Conduct business in a way that avoids any conflict, or even the appearance of a conflict, between our own personal interests and CIGNA's interests;
• Take all the right steps to protect CIGNA's assets (e.g. property, information, and financial records) from loss, damage, or misuse; and
• Behave ethically in a way that reflects CIGNA's commitment to do what is right, honest and fair.

These ethical principles are the core of CIGNA's compliance program and form the basis for our Code of Ethics and the policies and procedures that supplement the Code. Violations of the Code of Ethics are subject to disciplinary action. CIGNA will not discriminate or retaliate against anyone who in good faith reports violations of laws or regulations, the Code of Ethics or other Company policy, whether those allegations are against a CIGNA company, employee or agent. Suspected violations can be reported to the Ethics Helpline at 1-800-472-8348.

To view the Code Code of Ethics (PDF)

The workplace

Our work environment

CIGNA's work environment reflects CIGNA's commitment to the highest standards of conduct and to our role as a good corporate citizen. CIGNA promotes diversity http://www.cigna.com/about_us/diversity.html and equal opportunity in employment. Each of us is responsible for maintaining a positive work environment and ensuring that all individuals are treated with respect and dignity. Our employment-related decisions are based upon an individual's skills, qualifications and job performance. There is no tolerance for decisions based on any factors that are discriminatory and prohibited by law - including race, color, sex (including pregnancy), age, disability, veteran status, religion, national origin, ancestry, sexual orientation, gender identity, marital status, domestic partner status, genetic information or citizenship status.

In addition, we do not tolerate harassment, which includes any type of verbal or physical behavior that is intimidating, threatening or demeaning (examples include racist, sexist or ethnic comments or jokes, or hazing). Harassment is not only unacceptable in CIGNA's offices but also in any other CIGNA work setting, at a CIGNA-sponsored event, or using CIGNA's electronic assets (e.g., e-mail, voice mail, and Internet access).

Employee health

CIGNA has had a 30-year history of health and wellness programs, and in 2006, formally set out to build a culture of health with the introduction of Healthy Life. Aimed at improving the health of CIGNA employees, Healthy Life represents an overall strategy for us as a business. As we can help improve the health of our employees, we can enhance productivity, decrease turnover, reduce absenteeism and improve our overall success as a business through the health of our people. Healthy Life represents an opportunity to make a difference among our own employee population, in our communities and for our customers by leading by example.

CIGNA provides a wealth of tools and resources through Healthy Life that helps employees lead healthier lives, such as innovative health plans that include preventive care benefits; onsite wellness programs; telephonic seminars; onsite health clinics and fitness facilities; healthy food choices; numerous online resources; and a tobacco-free environment indoors and outdoors on all U.S.-based CIGNA premises and during all Company-sponsored activities. Furthermore, CIGNA believes that health and wellness is truly a local issue, and as a result, action plans have been created at the local levels through a collaborative effort with local Healthy Life teams.

CIGNA is a 2008 Platinum Award winner through the National Business Group on Health for our Best Employers Awards for Healthy Lifestyles.

As part of our ongoing commitment to a Healthy Life at CIGNA for all our employees, in 2008 we announced plans to establish a tobacco-free environment for employees and guests on all CIGNA properties, at CIGNA-sponsored events and while conducting business on behalf of CIGNA, beginning in April 2009.

Employee education

CIGNA invests in the development of our employees to prepare them for their next opportunity or to become even better in their current role. In addition, CIGNA provides an Educational Reimbursement Program (ERP) that reimburses employees for expenses associated with certain degree programs as well as professional certifications and designation programs.

Of special note is our support for nursing education. CIGNA relies heavily on nurses to serve our customers - and the entire health care industry is experiencing a shortfall of nursing talent. The National Center for Healthcare Workforce Analysis, the federal agency that monitors the nursing profession, estimates that the shortfall will grow - reaching 12% by 2010 and 20% by 2020.

We're very aware of the nursing shortage, and we have updated our Educational Reimbursement Program (ERP) to help interested employees obtain their nursing degrees and ensure their long-term employability. We are also offering our current nurses more reasons to stay with CIGNA, such as by offering support for a new advanced health law degree.

This update to the ERP can help many interested employees pursue a career in nursing. In addition, our current nurses can broaden their career opportunities. Both are ways to encourage our current and future nursing professionals.