NOTE 18—OTHER EMPLOYEE BENEFIT PLANS:

UMWA Benefit Trusts:

The Coal Industry Retiree Health Benefit Act of 1992 (the Act) created two multi-employer benefit plans: (1) the United Mine Workers of America Combined Benefit Fund (the Combined Fund) into which the former UMWA Benefit Trusts were merged, and (2) the United Mine Workers of America 1992 Benefit Plan (1992 Benefit Plan). In connection with the sale of Consolidation Coal Company and certain subsidiaries, CONSOL Energy retained responsibility for the contributions to these two funds. CONSOL Energy accounts for required contributions to these multi-employer trusts as expense when incurred.

The Combined Fund provides medical and death benefits for all beneficiaries of the former UMWA Benefit Trusts who were actually receiving benefits as of July 20, 1992. The 1992 Benefit Plan provides medical and death benefits to orphan UMWA-represented members eligible for retirement on February 1, 1993, and for those who retired between July 20, 1992 and September 30, 1994. The Act provides for the assignment of beneficiaries to former employers and the allocation of unassigned beneficiaries (referred to as orphans) to companies using a formula set forth in the Act. The Act requires that responsibility for funding the benefits to be paid to beneficiaries be assigned to their former signatory employers or related companies. This cost is recognized when contributions are assessed. CONSOL Energy's total contributions under the Act were $10,121, $11,435, and $12,358 for the years ended December 31, 2014, 2013 and 2012, respectively. Based on available information at December 31, 2014, CONSOL Energy's obligation for the Act is estimated to be approximately $110,864.

Pursuant to the provisions of the Tax Relief and Healthcare Act of 2006 (The 2006 Act) and the 1992 Benefit Plan, CONSOL Energy is required to provide security in an amount based on the annual cost of providing health care benefits for all individuals receiving benefits from the 1992 Benefit Plan who are attributable to CONSOL Energy, plus all individuals receiving benefits from an individual employer plan maintained by CONSOL Energy who are entitled to receive such benefits. In accordance with the terms of the 2006 Act and the 1992 Benefit Plan, CONSOL Energy must secure its obligations by posting letters of credit, which were $21,394, $60,741, and $63,614 at December 31, 2014, 2013 and 2012, respectively. The 2014, 2013 and 2012 security amounts were based on the annual cost of providing health care benefits and included a reduction in the number of eligible employees. The 2014 security amount also reflects the further reduction in the number of eligible individuals receiving benefits from CONSOL Energy's individual employer plan as the result of the CCC Sale, in connection with which the Company's obligation for certain participants was transferred to Murray Energy.

Equity Incentive Plans:

CONSOL Energy has an equity incentive plan that provides grants of stock-based awards to key employees and to non-employee directors. See Note 19–Stock Based Compensation for further discussion of CONSOL Energy's equity incentive plans.

Investment Plan:

CONSOL Energy has an investment plan available to all domestic, non-represented employees. Throughout the year ended December 31, 2014, the Company's matching contribution was 6% of eligible compensation contributed for all non-represented employees, except for those employees of Fairmont Supply Company, whose contribution was a match of 50% of the first 12% of eligible compensation contributed by the employee. Total payments and costs were $21,606, $23,748, and $24,127 for the years ended December 31, 2014, 2013 and 2012, respectively.

In conjunction with the qualified pension plan changes, beginning January 1, 2015, the Company will contribute an additional 3% of eligible compensation into the 401(k) plan accounts for employees hired or rehired on or after October 1, 2014 or who were under age 40 or who had less than 10 years of service with the Company as of September 30, 2014.

Long-Term Disability:

CONSOL Energy has a Long-Term Disability Plan available to all eligible full-time salaried employees. The benefits for this plan are based on a percentage of monthly earnings, offset by all other income benefits available to the disabled.



	For the Years Ended
	December 31,
	2014			2013			2012
Benefit cost (credit)	$	2,213		$	(687	)	$	6,122
Discount rate assumption used to determine net periodic benefit costs	3.53		%	3.04		%	3.62		%

Expenses attributable to discontinued operations included in the net periodic cost (credit) above were $2,073 and $1,816 for the years ended December 31, 2013 and 2012.

Liabilities incurred under the Long-Term Disability Plan are included in Other Accrued Liabilities and Deferred Credits and Other Liabilities–Other in the Consolidated Balance Sheets. and amounted to a combined total of $22,427 and $20,425 at December 31, 2014 and 2013, respectively. As a result of the CCC Sale, the obligations for certain participants of the Long-Term Disability plan now belong to Murray Energy. This was accounted for as a plan settlement and resulted in an adjustment at December 31, 2013 of $1,338 in Other Comprehensive Income, which is net of $803 in deferred taxes. It also reduced CONSOL Energy's Long-Term Disability liability by $10,140 at December 31, 2013.

2012 Voluntary Severance Incentive Program (VSIP):

CONSOL Energy offered a VSIP to active salaried corporate and operation support employees with 30 years of service, or more. Under this program, eligible employees who accepted the offer received a severance payment equal to one year's salary and any 2013 accrued vacation earned as of December 31, 2012. Approximately 100 employees volunteered for the program. Severance and vacation pay costs of $13,304 were accrued for the program at December 31, 2012, all of which was paid in 2013.