Kinder Morgan will honor all vested benefits earned and accrued up through the date of closing. These benefits cannot be taken away or forfeited. If E&P employees transition to Kinder Morgan prior to the sale of E&P to a new buyer, their pensions will be treated similar to those of other El Paso employees.

Kinder Morgan provides life insurance in an amount equal to two times base salary with the opportunity for employees to purchase up to five times base salary. The insurance is term insurance.

Yes. Years of service at El Paso will carry over to Kinder Morgan following the closing to the same extent they are carried over pre-closing (except with respect to benefit accrual under any Kinder Morgan defined benefit plan or if it would result in a duplication of benefits).

Kinder Morgan offers HSAs and a high deductible health plan option with employee premiums that are significantly less than the premiums for other health plan options offered by Kinder Morgan. Kinder Morgan, however, does not make any employer contributions to the HSAs.

The credit union is owned by its members, not by El Paso. There are several different types of credit unions, and El Paso’s credit union is a sole sponsor-employer credit union with El Paso serving as the sponsor. If Kinder Morgan decides not to be the sole sponsor of the credit union, the credit union’s board members would analyze possible options and make a recommendation to the members. Credit union members would then vote to determine the future direction. Options could include becoming an independent credit union or merging with an existing credit union.

As a reminder, a member’s deposit in the credit union is secure and federally insured through the National Credit Union Administration up to at least $250,000 per account, just as the Federal Deposit Insurance Corporation protects money in bank accounts.

El Paso matches $0.75 for every dollar contributed by an El Paso employee to the El Paso 401(k) Plan, up to 6 percent of eligible pay, for a maximum total of 4.5 percent of eligible pay. El Paso deposits the match on the regular payroll schedule based on the employee’s contributions for that payroll period. In the event an employee does not receive the full match based on such employee’s contribution, the plan allows for a true-up match contribution to bring the total match up to $0.75 of every dollar contributed for the year (subject to the limits described above). El Paso expects to make its true-up contribution for 2011 early in the first quarter of 2012.

Kinder Morgan is still assessing its benefits strategy, and we do not yet know what will take place post-closing or whether there will be a true-up contribution for 2012. For more information, please refer to the Retirement Summary Plan (RSP) Summary Plan Description at www.elpaso.com/spd, access your RSP account and information at www.eprsp.com, or contact the El Paso Benefits Service Center at 1-866-301-2359 and select option 2.

Kinder Morgan’s 401(k) does not provide for a matching contribution from Kinder Morgan, but it does provide for a contribution of 5 percent of an employee’s base salary into the employee’s 401(k) account. This contribution is made whether the employee contributes to the plan or not.

The IRS does not require that Flexible Spending Accounts (FSA) be terminated at closing. There are a number of FSA transition options available to Kinder Morgan, and Kinder Morgan will determine which option to pursue after the closing. Kinder Morgan currently offers an FSA to its employees, so it may be available to former El Paso employees after the closing. At this time, Kinder Morgan is still reviewing benefits.

Contributions to FSAs will not be lost as a result of the closing. If you continue with Kinder Morgan and it offers an FSA, you may continue to participate and use your available funds for reimbursements. If you are terminated after the closing, you can generally continue to participate in your FSA through COBRA. If you do not elect COBRA, then you can only use the funds for reimbursement of expenses incurred through your termination date.

Kinder Morgan offers an FSA to its employees and it also uses PayFlex as the administrator. If Kinder Morgan continues to offer FSAs post closing, the El Paso FSA balances may transfer. These details are still being determined by Kinder Morgan.

At the end of the year, we will assess performance against goals for the whole year at the company, business unit, department, and individual performance levels to determine the bonus payouts.

We continue to monitor changes to tax law and the impacts to our compensation and benefits programs. We will continue to comply with all applicable law and regulations.

Kinder Morgan is conducting an extensive analysis on the pros and cons of moving into the El Paso building. Once that decision is made it will be communicated to all employees.

Health care benefits

Retirement/401(k) and pension plans

Employee-related programs, policies, and services

Programs and systems

Organizational structures and locations

Kinder Morgan’s vacation policy provides for 80 to 200 vacation hours per year based on years of service. Kinder Morgan’s short-term disability policy provides up to 6 months of disability payments at a rate equal to 100 percent of base pay.

The 9/80 work schedule provides an opportunity for employees to have every other Friday off by adding an additional work hour to eight out of nine workdays. Employees using this schedule work nine hours Monday through Thursday and eight hours every other Friday. On any given Friday, half the employees observing this schedule will have the opportunity to be out of the office. A 9/80 work schedule must be approved by an employee’s manager or supervisor.

No. Once the closing of the transaction occurs, Kinder Morgan will make equity grants to employees eligible to receive grants under its Long Term Incentive Program. Kinder Morgan’s practice is to make equity grants in July under its Long Term Incentive Program.

The program reimburses up to the annual maximum IRS limit of $5,250 per year. To be eligible, an employee must also pursue a field of study beneficial to the company.

Kinder Morgan will review these situations on a case-by-case basis. The company does have a bridging policy that it will use as a guideline.

Yes.

Kinder Morgan encourages employees to live a healthy lifestyle. The company hosts wellness fairs, supports efforts to help employees understand critical health numbers (blood pressure, weight, etc.) and supports certain health-related agencies. Kinder Morgan does not provide health club subsidies.

Please visit the El Paso – J.P. Morgan Retirement Plan Services site or the MorganStanley Smith Barney Benefit Access site for resources and contact information. You may also contact your HR representative. Please consult with a tax advisor on questions concerning tax implications.

COBRA continuation will be available to employees who are terminated as a result of the transaction or sale of E&P assets. At this time, benefits after the closing are still under review by the integration planning teams.

El Paso’s current life insurance programs are provided under a term-life insurance policy. Premiums paid by El Paso and El Paso employees keep the monthly coverage in effect. At this time, insurance policies after the closing are still under review by the transaction planning teams.

Expenses incurred prior to the closing will count toward satisfying deductibles and out-of-pocket maximums under Kinder Morgan’s benefit plan after the closing.

Outstanding 401(k) loans at the closing will continue to be payable after closing and repaid through payroll deductions.

Yes, this plan will be in place until the closing, which is expected to occur in the second quarter of 2012.

All outstanding, unvested equity awards will vest upon closing. If an employee is terminated prior to closing and the employee’s unvested equity awards are forfeited prior to closing, such unvested awards would not be outstanding at closing and therefore would not vest at closing. Kinder Morgan will not eliminate a position prior to closing.

Yes, El Paso will continue this practice as part of its commitment to conduct business as usual.

El Paso stock held in the 401(k) plan will be converted into Kinder Morgan common stock, cash, and Kinder Morgan warrants depending on the elections of underlying participants and the terms of the 401(k) plan and trust documents.

At this time, details about the CBP after the closing are still under review. However, accrued benefits cannot be reduced or taken away by law. If you are terminated in connection with the transaction, you will be eligible to receive your accrued account balance.

Equity holders will have a choice to make an election for either (1) cash and Kinder Morgan warrants or (2) cash, Kinder Morgan common stock, and Kinder Morgan warrants in exchange for all of their stock options, restricted stock, and other equity awards. Additional information will be provided closer to the closing.

Wellness dollars deposited into a Health Reimbursement Arrangement (HRA) or a Health Savings Account (HSA) cannot be forfeited. However, there could be certain restrictions on these accounts after the closing, depending on medical plan elections and regulations governing these account-based plans. As details about benefits after the closing are determined, information will be provided on the use of dollars in an HRA or HSA. Kinder Morgan has both an HSA and an FSA (Flexible Spending Account).

Medical and dental benefits are continued for three months after a qualifying termination of employment under the El Paso Corporation Severance Pay Plan. COBRA benefits will be available after this three-month period and, if elected, would be a continuation of the coverage in effect at the time of your termination. If COBRA benefits carry over into a new plan year, then you would be able to change your benefits during open enrollment.

EPChoice participants for 2012 will receive the $1,000 company contribution in their respective HSA accounts in early 2012.

FSA deductions are spread out over 24 pay periods and are not accelerated for a termination of employment. A terminated employee can only use the FSA account for expenses incurred up through the termination date.

If you are terminated as a result of the transaction, you can generally continue to participate in the FSA through COBRA.

There are a number of FSA options available to Kinder Morgan, and Kinder Morgan will determine what will be available after the closing. Kinder Morgan currently offers an FSA to its employees, so Kinder Morgan’s FSA may be available to former El Paso employees after the closing. At this time, Kinder Morgan is still reviewing benefits.

Additional information on FSA accounts is available in our Summary Plan Description.

Under the Kinder Morgan-El Paso merger agreement, Kinder Morgan is obligated to negotiate with the buyer of the E&P assets to provide the severance pay and benefits provided under El Paso’s severance plans for such time.

An involuntary termination of employment does not prohibit an employee who is eligible for early or normal retirement from receiving his or her retirement benefits.

Fitness subsidies are paid only on a monthly basis and cannot be paid in advance.

Yes. A modified Choose Well campaign will be held in 2012, but incentive dollars will not be offered. Employees will have an opportunity to complete an optional HRA and biometric screening during the first quarter of 2012. More details will be provided soon.

The special treatment proposed in the merger agreement with regard to ESPP shares is limited to shares deemed to be purchased in respect of ESPP options outstanding at closing during the monthly purchase period in which closing occurs. For ESPP shares purchased in the month in which the merger occurs, the participant is entitled to receive only (1) Kinder Morgan common stock and cash (and Kinder Morgan warrants) or (2) cash (and Kinder Morgan warrants). The participant may not elect to receive only Kinder Morgan stock (and Kinder Morgan warrants) in respect of such ESPP shares.

However, this restriction on the election does not apply to any ESPP shares purchased during any prior period (i.e., in any monthly period prior to the period in which closing occurs). Such ESPP shares are treated like all other outstanding El Paso shares and any one of the three available elections may be made with respect to such shares: (1) Kinder Morgan common stock (and Kinder Morgan warrants), (2) Kinder Morgan common stock and cash (and Kinder Morgan warrants), or (3) cash (and Kinder Morgan warrants).

Kinder Morgan has publicly stated that the closing is targeted for the second quarter of 2012. In light of this targeted closing date, we elected to terminate the ESPP program as of March 31, 2012. Assuming the merger closes after that date, then all of a participant’s shares purchased under the ESPP program will be treated like all other outstanding shares and any one of the three available elections described above may be made.

Note: no matter what election is selected by a participant, that participant will also receive the warrant consideration provided under the merger agreement.

If assigned a company vehicle, Kinder Morgan allows the applicable employee to use it to commute to and from the employee’s home to the employee’s work site. Kinder Morgan does not allow personal use of company vehicles.

Yes. Kinder Morgan has a service award program for employees.

Severance is paid to certain eligible employees who are involuntarily terminated (not for cause); the policy is available by clicking here. A retention program pays a benefit for certain eligible employees to keep those employees in their jobs until a defined point in time.

Severance pay is payable only after a termination of employment and only when a waiver is executed.

Yes.

No. An employee will not be terminated from employment only because he or she has a relative working for Kinder Morgan.

El Paso employees who join Kinder Morgan will have their years of service carried over to the same extent they carried over pre-closing (except with respect to benefit accrual under any Kinder Morgan defined benefit plan or if it would result in a duplication of benefits).

This is under review and an answer will be provided when a decision is made.

To receive retirement benefits under El Paso’s plans, an employee must actually terminate employment from El Paso (which would include Kinder Morgan after closing).

Yes, but there are no plans to amend the PTO policy at this time.

After the closing of the sale of the E&P assets, employees that do not have positions are free to apply to all Kinder Morgan openings.

Kinder Morgan allows each business unit to develop individual or group safety award programs. Also, its annual bonus program includes consideration of safety performance. The natural gas business unit uses this safety factor as part of its overall cash reward.

Kinder Morgan is predominantly non-union. Of the company’s 8,000 employees, approximately 900 are represented by a union. All of the natural gas employees are non-union, except 10 who are represented.

Kinder Morgan’s tax departments uses Lawson for accounting and Thomson Reuters’ ONESOURCE for income tax compliance and income tax accounting.

Kinder Morgan plans to comply with all Department of Transportation rules. The decision has not yet been made regarding how this compliance will be achieved in the combined entity, but it will be part of the integration plan.

Kinder Morgan uses a field step rate compensation system. El Paso’s steps are either in the technician or general pipeline areas. Employees move up each step based on tenure, gaining additional skill and experience.

The savings target does not include expenses related to the E&P business. The anticipated savings will come from various synergies Kinder Morgan expects to realize by combining the two companies, including as examples, efficiencies in sustaining capital expenditures, savings on outside services, and workforce reductions in areas of duplication. Additional savings are expected from Kinder Morgan’s approach to certain kinds of expenditures. For example, Kinder Morgan does not purchase tickets to sporting or other events; its executives do not use private aircraft for travel; and it does not provide perks or special benefits for executives.

The specific election options (including all of the numbers in the citation above) do not vary with the price of KMI stock (or the price of any other stock), although the value of shares of KMI common stock and KMI warrants does vary.

Yes. If scholarship criteria are met, all current existing scholarships will be honored.