Pension 1/2018

Aon Pension Plan

SUMMARY PLAN DESCRIPTION

Pension

Pension 1/2018

Table of Contents Page Introduction ................................................................................................................................................. 1 Cessation of Benefit Accruals..................................................................................................................... 1 Aon Pension Plan at a Glance .................................................................................................................... 2 Plan Eligibility ............................................................................................................................................. 3

When You Become Eligible ..................................................................................................................... 3 When You Can Receive Your Benefits ..................................................................................................... 5

When Benefits Are Immediately Distributable ......................................................................................... 5 Normal Retirement .................................................................................................................................... 5 Early Retirement ....................................................................................................................................... 5 Late Retirement ......................................................................................................................................... 5 Retirement Transition Program ................................................................................................................. 5

Important Terms ......................................................................................................................................... 7 Vesting .......................................................................................................................................................... 9

Year of Service for Vesting ...................................................................................................................... 9 Calculating Your Pension ......................................................................................................................... 10

Basic Formula ......................................................................................................................................... 10 Examples of How Your Pension Benefit Will Be Calculated ................................................................ 12

Normal Retirement .................................................................................................................................. 12 Early Retirement ..................................................................................................................................... 12 Late Retirement ....................................................................................................................................... 14 If You Are Rehired After Your Pension Begins ..................................................................................... 14

Making a Benefit Election ........................................................................................................................ 15 When You Need to Make Your Election ................................................................................................ 15 Methods of Payment ............................................................................................................................... 15 Limitation on Optional Forms of Payment Due to Level of Plan Assets and Liabilities ........................ 16 Naming a Beneficiary ............................................................................................................................. 17 Pensions of $5,000 or Less ..................................................................................................................... 17

Survivor Benefits ....................................................................................................................................... 18 Survivor Benefits Before You Retire ...................................................................................................... 18 Survivor Benefits After You Retire ........................................................................................................ 18

How Benefits Are Taxed ........................................................................................................................... 19 Tax Advice .............................................................................................................................................. 19

Social Security Benefits ............................................................................................................................ 20 Loss of Service and Benefits ..................................................................................................................... 21

Lost Service ............................................................................................................................................ 21 Lost Benefits ........................................................................................................................................... 21

Maximum Retirement Benefits ................................................................................................................ 22 Compensation Limits Under the Plan ..................................................................................................... 22 Maximum Payment ................................................................................................................................. 22

General Plan Provisions ........................................................................................................................... 23 Receiving Your Pension ......................................................................................................................... 23 Claims and Appeals ................................................................................................................................ 23 If a Claim Is Denied ................................................................................................................................ 23 Plan Year ................................................................................................................................................. 24 Plan Identification ................................................................................................................................... 24 Plan Cost ................................................................................................................................................. 24 Plan Investments ..................................................................................................................................... 25 Plan Insurance ......................................................................................................................................... 25 Non-assignment of Benefits .................................................................................................................... 26 Family and Medical Leave of Absence ................................................................................................... 26 Top-heavy Plan ....................................................................................................................................... 26

Administrative Information ..................................................................................................................... 27

Pension

Pension 1/2018

Plan Sponsor ........................................................................................................................................... 27 Plan Administrator .................................................................................................................................. 27 Recordkeeper .......................................................................................................................................... 27 Claims and Appeals ................................................................................................................................ 27 Notification of Address ........................................................................................................................... 28 Domestic Relations Orders ..................................................................................................................... 28 Trustee .................................................................................................................................................... 28 Agent for Service of Legal Process ......................................................................................................... 28 IRA Provider ........................................................................................................................................... 28

Your Right to Benefits .............................................................................................................................. 30 Your Benefits Under ERISA................................................................................................................... 30 Enforce Your Rights ............................................................................................................................... 30 Assistance with Your Questions ............................................................................................................. 31

Future of the Plan ..................................................................................................................................... 32 Important Note ........................................................................................................................................ 32

Appendix .................................................................................................................................................... 33 Special Provisions for Human Resources Outsourcing Group (HROG) Employees .............................. 33 Special Provisions for Former Sterling Commissioned Employees ....................................................... 34 Special Provisions for Former Participants in the Alexander & Alexander Pension Plan ...................... 35 Special Provisions for Former BEP Employees Who Participated in the Sodarcan and Affiliated Companies Pension Plan and Trust ......................................................................................................... 36 Special Provisions for Former Actuarial Sciences Associates Employees Who Participated in the ASA Pension Plan ............................................................................................................................................ 37 Special Provisions for Former IRMG Employees Who Participated in the International Risk Management (Americas) Inc. Retirement Plan ....................................................................................... 38 Special Provisions for Former Aon Human Capital Services (AHCS) Employees Who Participated in the AHCS Pension Plan .......................................................................................................................... 39

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Introduction This document describes the benefits and options available to you under the Aon Pension Plan. The plan will help provide for your retirement years. If you are an active employee, participation in the Aon Savings Plan can enhance your overall Aon provided benefits. Add these to your Social Security benefit and your own personal savings and you can increase your ability to enjoy a sound financial future. Your pension will be based on your earnings and the length of time you work for the Company, while the plan was active (see below). The Company pays the entire cost of the plan. The Aon Pension Plan is intended to be considered a defined benefit plan qualified under the Internal Revenue Code. Some acquired companies’ qualified defined benefit pension plans were merged into the Aon Pension Plan. The Appendix provides information about plans that merged into the Aon Pension Plan on or after January 1, 1998. For information regarding plans that merged with the Aon Pension Plan prior to January 1, 1998, please contact the Aon Pension Center. Unless otherwise required by law, your pension benefit is calculated using the Plan’s provisions or the provisions of the acquired company’s plan in effect at the time of your termination. All accrued benefits derived from a merged plan retain all features and benefits required by law to be preserved. Please note: Employees hired after December 31, 2003 are not eligible for the Aon Pension Plan. Cessation of Benefit Accruals The Aon Pension Plan was amended to cease benefit accruals as of April 1, 2009. Since the plan requires that a participant be paid for 1,000 hours of service in a calendar year to earn a year of benefit accrual service, no pension benefit will be earned for 2009 and later years. The benefit earned at December 31, 2008 will be the final amount subject to the actual time of commencement and the form of payment.

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Aon Pension Plan at a Glance Eligibility To be eligible to participate in the Aon Pension Plan you must have been:

• A U.S. staff Employee of a participating subsidiary; • Hired before January 1, 2004; and • Have met the following requirements by January 1, 2005: a) attained age 21; and b) completed one year of service with 1,000 paid hours of service.

Service Generally, you were credited with a year of service for vesting and benefit determination for each calendar year before 2009 in which you were an eligible employee of a participating U.S. subsidiary and were paid for at least 1,000 hours of service.

Plan Cost The Company pays the entire cost. You did not contribute to the plan. Your Pension Benefits Plan benefits are based on the length of your credited service, your eligible earnings

before 2009, your age at benefit commencement, and the form of payment. Vesting Your benefit becomes vested when the earlier of the following occurs:

• You complete five calendar years of service during which you are paid for at least 1,000 hours each year; or

• You reach normal retirement age while an employee of the Company. When You Can Receive Your Benefits

If you have a vested benefit and are age 55 or older, you can begin receiving payments as soon as you leave the Company. There are three types of retirement under the plan: • Normal retirement at age 65; • Early retirement between the ages of 55 and 65; • Late retirement after age 65. If the present value of your vested benefit is less than $5,000, you will receive a lump sum payment after you terminate employment, regardless of your age.

Retirement Transition Program

If you are a full-time or regular part-time employee, you are eligible to participate in the Retirement Transition Program if you: • Are age 62 or older; • Are willing to reduce your work week (and base salary) to 20 hours a week; and • Obtained approval from your manager and Human Resources.

Early Payment Reduction If you elect to receive benefits before age 65, your monthly benefit will be reduced. Forms of Payment You can elect to receive your pension under the normal form of payment or choose

one of the equivalent optional forms. If you do not make an election, you will receive one of the normal forms of payment based on the plan’s record of your marital status. • Normal form:

− A life annuity, if you are single when you begin receiving your pension; − A qualified joint and survivor annuity, if you are married when you begin

receiving your pension. • Optional forms: Includes a variety of annuities payable during your lifetime with

some options continuing payments after your death. When You Are Ready to Retire

• Normal retirement − Please call the plan toll free at 1.844.259.4828 no later than 90 days before

your 65th birthday to receive election materials. • Early or late retirement

− Call the plan no more than 180 days and no less than 90 days before your planned date of retirement

There are certain circumstances for when your pension must start, unless you elect to defer payment until a later date. You may generally not defer payments after the April 1st following the later of your termination of employment with Aon or age 70½.

Survivor Benefits If you die after you become vested but before you begin receiving your pension, your surviving spouse or qualified domestic partner will receive a benefit based on: • Your accrued benefit • Your age • The 50% joint and survivor form of payment. Survivor benefits paid after you start your pension will be based on the payment option you elected.

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Plan Eligibility When You Become Eligible As a U.S. staff employee of a participating subsidiary of Aon Corporation hired before January 1, 2004, you automatically became a plan participant if you met the following requirements by January 1, 2005: • Attained age 21; and

• Completed one year of service; and

• Were permanently employed in the U.S. before January 1, 2005.

Please refer to the Appendix for additional eligibility information. All employees hired after December 31, 2003 are not eligible for this plan. Collectively bargained employees whose bargaining agreements did not provide for participation were not eligible for this plan. Rehire Following Employment Termination • In general, if you were eligible to participate in the Aon Pension Plan when your employment ended

and you subsequently returned to work for the Company before incurring five consecutive one-year breaks in service, all the service you earned before you left was restored. However, if you rehired after December 31, 2003, your future service would be generally counted only for purposes of vesting, not benefit accruals. This means that if you were previously not vested in your prior accrued benefit, you may earn enough future service to gain ownership and eventually qualify for a pension benefit.

• If you were not vested at the time you left and you had five or more one-year breaks in service, prior

service will not be restored in whole or in part. You would have been treated as a new employee. • If you are rehired within 31 days of your employment termination date, your participation in the

pension plan would have continued without interruption if you were a plan participant at the time of your termination, but not after March 31, 2009.

• After 2003, if you had rehired after 31 days, no future service would have counted toward pension benefit accruals unless you had begun to receive Aon Pension Plan payments. In this case, your eligibility to participate in the Aon Pension Plan had continued, but otherwise ceased the earlier of subsequent termination of employment, or December 31, 2008.

Service Before Acquisition If you were employed by a company acquired by Aon, generally all service before the date of acquisition was credited for vesting and eligibility. In most cases, service for benefit accrual began on your acquisition date (assuming the acquisition took place before January 1, 2004). Specific provisions relating to service were subject to the terms of the acquisition agreement. Contact the Aon Pension Center for how the definition of service applies to you. Leased Employees and Independent Contractors You were not eligible for the plan if you had been a leased employee or an independent contractor. If prior to becoming a leased employee or independent contractor you were eligible for the plan, when you become a leased employee or an independent contractor you cannot earn plan service during that period or if you become an employee again (following December 31, 2003).

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Transferred Employment If you were permanently transferred to an affiliate or a subsidiary outside the United States and its possessions or to an employment category not covered by the plan: • Your compensation during this period was not considered in determining your accrued benefit; and

• Years of service accumulated during this time was generally credited for vesting purposes only. If you are were temporarily transferred outside of the United States and its possessions and were paid from the U.S. Payroll system, you continued to participate in the Plan. Your employer determined if your transfer was temporary or permanent.

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When You Can Receive Your Benefits You can begin receiving your benefits after you terminate employment, as long as you are age 55 or older. In general, employees who reached age 70½ before January 1, 1999, are required to receive distributions while actively employed. In certain cases, these employees may postpone distribution. In general, you should file a claim for benefits no more than 180 days and no less than 90 days before your retirement or desired benefit start date. This will generally result in your benefit beginning on the first of the month following the month of your retirement. When Benefits Are Immediately Distributable Unless otherwise elected, your pension benefit must start no later than the 60th day after the latest of the close of the plan year (calendar year) in which:

a) you attain age 65; b) the 10th anniversary of the year in which you became a plan participant; c) you terminate employment with the Company.

If you wish to delay receipt of your pension beyond the above events, you must provide a written election indicating your wish to defer your pension payments until a specified future commencement date and the form of annuity you desire. You may elect another commencement date and/or form of annuity at a later date provided that it is received at least 30 days prior to the previously elected commencement date. You may not defer your pension payments beyond the dates indicated in the Late Retirement section below. Normal Retirement If you are no longer working for the Company at age 65, the plan’s normal retirement age, you should begin receiving the full amount of your accrued benefit under the plan and you should file an appropriate claim for benefits in time to begin receiving benefits at that time. If you do not claim your benefits in a timely manner, you may not receive your pension in your desired form. You may delay receipt of your pension until any time before April 1 of the year following the year you turn age 70½, but you must do so in writing as described above. Early Retirement If you are no longer working for the Company, you may elect to receive your benefits at any time between age 55 and 65, although the amount will be reduced to take into account the early start date. Late Retirement If you continue to work past age 65, you can request to receive your accrued benefit under the plan after you stop working for the Company or delay receipt until federal regulations require your pension to commence. You may not delay receipt of your benefit after the later of April 1 of the year following the year you turn age 70½ or the April 1 following the year of your termination (however, active employees who are 5% owners are required to take their minimum required distribution for the first distribution calendar year by April 1 following turning age 70½. Retirement Transition Program The Retirement Transition Program (RTP) is designed to provide active Aon employees a smooth transition into retirement while allowing them to maintain working relationships with both internal and external contacts. The program facilitates the training of other staff members on required client work and also allows you to maintain existing medical and dental coverage at the active full-time employee contribution rates. Eligibility All full-time and regular part-time U.S. colleagues are eligible to participate in the Retirement Transition Program if you: • Are age 62 or older;

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• Are willing to reduce your work week (and base salary) to no more than 20 hours a week; and • Obtain approval from your manager and Human Resources. Participation Requirements To participate in the Retirement Transition Program, you must meet the requirements outlined below. If you do not meet these requirements, you may not participate. Full-time employees age 62 or over To receive the full benefits offered by the RTP, full-time employees age 62 or over must change employment status to regular part-time scheduled to work no more than 20 hours a week (the standard work week schedule under the program). You may schedule fewer than 20 work hours a week but, in those cases, not all program benefits will be available to you. Your hourly pay rate will not change. Regular part-time employees age 62 or over Regular part-time employees age 62 or over may participate in the RTP by reducing the work week to no more than 20 hours (the standard work week schedule under the program). If you already are scheduled for a 20 hour work week, no other requirements are necessary. You may schedule fewer than 20 work hours a week but, in those cases, not all program benefits will be available to you. Your hourly pay rate will not change. RTP and Starting your Pension Plan Benefit If you are eligible, meet the participation requirements, and you are an Aon Pension Plan participant, you may elect to begin receiving a pension from the Aon Pension Plan. Pension benefits are available under the RTP even if the number of hours worked falls below 20 hours a week. Your pension will be paid under the form of payment you select and reduced for early payment (prior to age 65) under the terms of the Aon Pension Plan. All other administrative provisions of the Aon Pension Plan will apply, including notification to the Aon Pension Center of your desire to begin your pension benefit (normally at least 90 days before the requested pension start date), timely submission of all required forms (including the spousal consent form, if necessary), etc. Once your pension begins, you cannot change the form of payment when you ultimately fully retire from the Company. If eligible to participate in the program, more information about the Retirement Transition Program is available on UPoint® website at www.resources.hewitt.com/aon.

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Important Terms This section defines terms that have a special meaning under the plan. Additional definitions appear in the appropriate sections. Accrued Benefit Accrued benefit refers to the amount of pension earned while you are actively employed. Generally, as long as you have met the plan’s vesting requirements, once an accrued benefit is earned, it cannot be lost under the terms of the plan. (Refer to the Loss of Service and Benefits section for more information.) For active employees on April 1, 2009, the pension earned as of December 31, 2008 is the final amount accrued under the plan. Break in Service A one-year break in service occurs during any calendar year in which you are credited with less than 501 hours of service. If you are absent because of an approved parental leave of absence or a family and medical leave of absence, you will receive credit for up to 501 hours of service. You receive the credit in either the year you leave or the following year; whichever is necessary to prevent a break in service from occurring. Covered Compensation Covered compensation is the average of the Social Security taxable wage bases in effect for each calendar year during the 35-year period ending with the last day of the calendar year in which you reach Social Security retirement age. Taxable wage base is the annual earnings limit set by the government that is subject to Social Security old age and survivor benefits tax. The taxable wage base is subject to increases each year. Annual Earnings Eligible annual earnings includes regular salary, overtime, vacation, contractual or performance-related bonuses, including (beginning in 2004) the value of restricted stock units or stock awards granted in substitution for a portion of such bonuses otherwise paid in cash, and certain commissions. Earnings exclude non-performance related bonuses, prizes, awards, deferred commissions and miscellaneous income. Amounts deferred under the Aon Deferred Compensation Plan will not be included for purposes of determining your benefit under the Aon Pension Plan. The Internal Revenue Code places certain limits on the amount of compensation that can be used in your pension calculation. Refer to the Maximum Retirement Benefits section for more information. The maximum amount of annual earnings allowed limited by law in 2008 was $230,000. In 2007, it was $225,000. This maximum may change each year as determined by the U.S. federal government. Earnings after 2008 are not used for any plan purposes. Final Average Earnings Final average earnings refers to the highest average annual earnings for any five consecutive calendar years out of your last 10 years of credited service up to December 31, 2006. If you have less than five years of service as of December 31, 2006, the average will be based on your period of employment up to December 31, 2006. Benefit accruals earned after December 31, 2006 are not based on final average earnings. Final average earnings are also limited by the maximum amount of annual earnings allowed by law. The following is a summary of the maximum amount of annual earnings allowed prior to 2007. 2006 $220,000 2004 $205,000 2002* $200,000 2005 $210,000 2003 $200,000

* If you were active on January 1, 2002 and had at least one hour of service in 2002, the maximum amount of annual earnings allowed for prior years uses the 2002 limit of $200,000

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The maximum final average earnings used to calculate your benefit as of December 31, 2006 is $207,000. This assumes your eligible annual earnings were greater than the amounts listed for each year found above. Hour of Service An hour of service is any hour for which you are paid, or entitled to be paid, including hours for holidays, vacation, illness, short-term disability, jury or military duty, or leaves of absence, to the extent required by law. Your actual hours worked may be different from hours paid depending on your type of employment. Social Security Retirement Age Your Social Security full retirement age depends on your year of birth, as shown in the chart below:

Year of Birth Social Security Retirement Full Retirement Age

1937 or earlier 65 1938 65 and 2 months 1939 65 and 4 months 1940 65 and 6 months 1941 65 and 8 months 1942 65 and 10 months

1943 - 1954 66 1955 66 and 2 months 1956 66 and 4 months 1957 66 and 6 months 1958 66 and 8 months 1959 66 and 10 months

1960 and later 67 The earliest a person can start receiving Social Security retirement benefits remains age 62. If you delay your retirement after you reach full retirement age, your benefit will increase but you will not receive as many payments. Year of Service for Eligibility A year of service for eligibility was the completion of 1,000 hours of service during 12 consecutive months of employment, beginning with your date of hire (as long as it was before 2004), or any anniversary of that date. Year of Service for Benefit Accruals A year of service for benefit accrual purposes is each calendar year prior to 2009 (January 1 through December 31) in which you have at least 1,000 hours of service, beginning with the calendar year in which you were hired. If you are no longer employed because your job was eliminated on or after January 1, 2007 and prior to February 3, 2009, you were granted a year of service for benefit accrual purposes even if you were not paid for 1,000 or more hours in the year of the job elimination.

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Vesting Vesting refers to ownership of your pension benefit. You become 100% vested after you have completed five years of service. You also become 100% vested, regardless of your years of service, if you are still employed by the company when you reach age 65. Vesting credit is calculated according to the following schedule:

Completed Plan Years of Service Vested Percentage 0 – 4 0%

5 and over 100% For participants who have a hypothetical cash balance account and one hour of service after December 31, 2007, vesting credit is calculated according to the following schedule:

Completed Plan Years of Service Vested Percentage 0 – 2 0%

3 and over 100% Year of Service for Vesting A year of service for vesting purposes is each calendar year (January 1 through December 31) you have at least 1,000 hours of service, beginning with the calendar year in which you were hired. Beginning January 1, 2007, if you are no longer employed with Aon because your job was eliminated, you will be granted a year of service for vesting purposes even if you are not paid for 1,000 hours or more in the year of the job elimination.

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Calculating Your Pension Your benefit from the plan will be based on: • Your years of service for benefit accrual purposes;

• Your eligible annual earnings; and

• Your age at retirement. The form of payment you select when you retire also affects the monthly income you receive. All forms of payment represent benefits determined to be actuarially equivalent in value. For individuals who were participants before January 1, 1998, the accrued benefit earned through December 31, 1997 will be based on the applicable plan formula as of December 31, 1997. If that participant was an active employee and accruing Aon Pension Plan benefits on December 31, 1997, that portion of the benefit will be adjusted upward (indexed) for any compensation increases up to December 31, 2006. Benefits accrued between January 1, 1998 and December 31, 2006 are based on the Old Formula (also referred to “final average pay formula”). Benefits accrued after December 31, 2006, are based on the New Formula (also referred to as “career average pay formula”). Your indexed accrued benefit as of December 31, 1997, your accrued benefit earned between January 1, 1998 through December 31, 2006, and your benefit earned after December 31, 2006 will be added together to arrive at your total retirement benefit. If you are a terminated employee, your benefit will be calculated using the computation method in affect at the time of your termination. Basic Formula The basic formula used to calculate a normal retirement pension provides you with a lifetime monthly benefit. If you were an active plan participant on January 1, 2007, the basic formula is the combination of a career average pay formula benefit (the New Formula), plus a final average pay formula benefit (the Old Formula) accrued as of December 31, 2006. For participants at least 65 years of age as of December 31, 2006, the pension benefit at retirement will not be less than had it been calculated using the Old Formula. Accrued Benefit as of December 31, 2006 (Old Formula) If you were an active plan participant and accruing plan benefits on December 31, 1997 as indicated above and continued active plan participation, your accrued benefit as of December 31, 2006 is made up of a benefit accrued as of December 31, 1997 and a benefit earned from January 1, 1998 through the earlier of December 31, 2006 or your termination of employment. The December 31, 1997 accrued benefit is indexed for your plan eligible compensation increases through December 31, 2006 as illustrated below. If you became an active plan participant after December 31, 1997, your accrued benefit as of December 31, 2006 is calculated using only the final average pay benefit formula based on service and eligible compensation up to December 31, 2006. Prior Service Benefit Accrued as of 12/31/1997 indexed to 12/31/2006

accrued benefit at 12/31/1997 x (final average earnings at 12/31/2006)* (final average earnings at 12/31/1997)

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*Fraction will not be less than 1.0.

Plus

Benefit Accrued from 1/1/1998 through 12/31/2006 1.15% x final average earnings x years of service after 1/1/98 up to 12/31/2006

plus .45% x final average earnings in excess of covered compensation

x years of service after 1/1/98 up to 12/31/2006** ** This number must be the lesser of your years of service after January 1, 1998 up to December 31, 2006, or 35 minus your years of service as of December 31, 1997. Future Service Benefit (New Formula) For service after January 1, 2007, benefits are calculated using the career average pay formula for each year of service for benefit accrual purposes starting with 2007 and based on annual earnings and covered compensation independently for each year. Future Service Benefit (Accruals After 12/31/2006 through 12/31/2008)

1.15% x annual earnings plus

.45% x annual earnings in excess of covered compensation* * No excess will be provided for a Year of Service following the year in which the total number of the Years of Service equal 35. The Aon Pension Plan also contains provisions merging benefits for certain plans formerly from companies acquired by Aon that are now included in Aon Pension Plan benefits; you may contact the Aon Pension Center for more information if this applies to you.

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Examples of How Your Pension Benefit Will Be Calculated Normal Retirement Here is how a normal retirement benefit would be calculated based on the following information, assuming the participant leaves the Company at age 60 and defers pension payments until age 65: Age at 1/1/07 55 Service as of 1/1/07 20 years Current annual earnings $100,000 Annual change in earnings 3% Accrued benefit as of 12/31/97 $9,272 Final average earnings as of 12/31/97 $69,084 Final average earnings as of 12/31/06 $94,342 Social Security covered compensation at 12/31/06 $72,492 Social Security covered compensation for 2007 $73,524 Social Security covered compensation for 2008 $74,820 Age at termination 60 Your pension would be determined as follows: Formula Calculation Benefit A. Accrued benefit at

12/31/2006 1.15% x $94,342 x 9 + 0.45% x ($94,342 - $72,492) x 9 + $9,272 x $94,342/$69,084 $23,311

B. Future service benefit

2007 pension accrual 1.15% x $103,000 + 0.45% x ($103,000 - $73,524) = $1,317 2008 pension accrual 1.15% x $106,090 + 0.45% x ($106,090 - $74,820) = $1,360 Total $2,677

Annual Normal Retirement Benefit A + B $25,989 Your normal retirement pension would be $25,988 a year or $2,165 a month based on the single life annuity payment form. This amount will change if your pension is paid under a different method (see Forms of Payment). Early Retirement If you have left the Company and you have reached age 55, you may begin benefits immediately or you may defer payments until a later date. Your early retirement benefit is determined the same way as your normal retirement benefit. If you choose to receive your pension before age 65, your benefit will be reduced to take into account that you are expected to receive payments for a longer period of time.

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Reduction for Early Payment If you begin receiving your pension before age 65, your benefit will be reduced by:* • 4% for each of the first five years that your benefits begin before age 65; and

• 6% for each year your pension begins before age 60.

The schedule showing the impact of these reductions appears below: Early Payment Reduction Table

If Your Benefit Starts at Age Your Pension Will Be Reduced By* 64 4% 63 8% 62 12% 61 16% 60 20% 59 26% 58 32% 57 38% 56 44% 55 50%

The reduction factors will be prorated for partial years. *Note that benefits accrued under a pension plan merged into the Aon Pension Plan from an acquired company may be subject to the early retirement reduction schedule of the prior plan Example of Early Retirement Benefit Here is an example of how the normal retirement benefit calculated above would be reduced for early retirement: Early Retirement Age

Annual Normal Retirement Benefit*

Reduction Percentage

Reduction Calculation Reduced Annual Amount

Reduced Monthly Amount

60 $25,988 20 $25,988 x 20% = $5,197.60 $25,988 - $5,1897.60 = $20,790.40

$20,790.40 $1,732.53

62 $25,988 12 $25,988 x 12% = $3,118.56 $25,988 - $3,118.56 = $22,869.44

$22,869.44

$1,905.79

* if paid starting at age 65. Prior Plan Transition Provision If you were in the Aon Pension Plan before January 1, 1998, the amount of your pension as of December 31, 1997, will be considered a minimum past service benefit. This means that your early retirement benefit will be the greater of: • The minimum past service benefit (reduced under the provisions of the plan in effect on December

31, 1997); or

• The early retirement benefit described in the Early Retirement section.

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Late Retirement If you continue to work past age 65, your benefit will be determined using the basic formula at the time you actually retire, unless the actuarially adjusted benefit accrued as of your 65th birthday produces a greater benefit amount. In which case, you would receive the greater amount. For participants at least 65 years of age as of December 31, 2006, the pension benefit at retirement will not be less than had it been calculated using the final average pay formula (Old Formula) remembering that pay and service credits ceased at December 31, 2008. Misstatement of Age If you misrepresent your age or your beneficiary’s age to the Company or the Committee, you will be entitled to the lesser of:

• The benefit that would be payable on the basis of actual age; or • The benefit that would be payable on the basis of the misrepresented age.

If You Are Rehired After Your Pension Begins If you begin receiving benefits and later return to work with the Company, your pension will not be suspended, regardless of the new hours for which you are paid or scheduled to be paid. Generally, you continued to accrue future benefits up to December 31, 2008. However, the amount of the future benefit may be adjusted to reflect the amounts paid before and during your re-employment and such adjustments offset some or all of the accruals resulting from your new service and eligible annual earnings received during the period of re-employment. This assumes your break in service was at least one year. If your break was less than one year, other requirements may apply.

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Making a Benefit Election When choosing a form of payment, you should consider your family’s expenses and any other sources of income besides your pension. Payments from the Aon Pension Plan may be made in one of several different ways. You may select one of the options listed below under Methods of Payment, subject to certain restrictions. All options are equivalent in value. You will receive a summary of your payment options, as well as information about your and your spouse’s or qualified domestic partner’s rights under the Aon Pension Plan, with your retirement package. When You Need to Make Your Election You will need to make a payment election during the 180-day election period, which begins on the date of the letter included in the retirement package. If you decide to change your election, you must do so no later than the day before your benefit start date. Once your election change is received, a detailed explanation of the next steps will be provided to you in writing. You cannot change the form of payment after your benefits begin. However, under certain circumstances, you may change your election up until seven days before benefits are scheduled to begin, if you have completed a 30-day waiver of notification. Methods of Payment You can choose from a normal or optional form of payment. These payment options are described below. Normal Forms of Payment The plan’s normal form of payment depends on whether you are single or married when you begin receiving your pension. If you do not make a different payment election, here is how your benefit would be paid if you are: Single – You will be paid a life annuity. This means you receive a monthly income until your death, at which time payments will stop. Married –You and your spouse will be paid a 50% Qualified Joint and Survivor Annuity. Please see the description under Optional Forms of Payment and Survivor Benefits for more information. If you have a Qualified Domestic Partner – If you do not elect otherwise, you will be paid a life annuity. This means you receive a monthly income after your retirement and until your death, at which time payments will stop. For information on benefits for your partner if you die before benefits begin, please see Survivor Benefits. Optional Forms of Payment Whether you are single or married, you may choose a form of payment other than the normal form of payment just described. If you are married, your spouse must consent to your choice, unless you have elected at least a 50% Qualified Joint and Survivor Annuity and your spouse is your designated beneficiary. Life Annuity – Under the life annuity option, you receive a monthly pension until your death, and then benefits stop. This form of payment offers the highest monthly benefit because it lasts through your lifetime only, with no payments made after your death. If you are married, your spouse must consent to this election.

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Joint and Survivor Annuity – Under the joint and survivor annuity, you receive smaller monthly payments than under the life annuity because payments will continue after your death to your beneficiary (if your beneficiary survives you). If your beneficiary predeceases you, your benefit will not be adjusted upward. The reduction in your pension depends on the difference in age between you and your beneficiary and the amount that you choose to have paid to your beneficiary after your death. You may choose to have 50%, 75% or 100% of your pension paid to your named beneficiary. If you are married, your spouse must consent to a 75% or 100% joint and survivor annuity election unless your spouse is named as the beneficiary. Certain and Life Annuity – This form of annuity provides a reduced lifetime monthly income to you with a minimum number of payments guaranteed. In the event of your death, monthly payments will continue to your beneficiary until the total number of guaranteed payments has been made to you and your beneficiary. You may choose to have a 5, 10 or 15-year certain and life annuity (60, 120 or 180 payments guaranteed). If you are married, your spouse must consent to this election. Social Security Adjustment Option – If you retire before you are eligible for Social Security, this option helps provide you with a more level retirement income. The Social Security adjustment option provides a greater initial benefit from the plan than you would normally receive at early retirement, and then a reduced benefit once you reach age 62. As a result, you may have approximately the same monthly retirement income before and after your Social Security benefits begin. Your pension will reduce at age 62 whether or not you elect to begin collecting your Social Security benefit at that time. This option may not be available to all participants. If applicable, your final benefit notification materials will reflect this option. If you are married, your spouse must consent to this election. However, if you elect a 50% Joint and Survivor Annuity with the Social Security Adjustment and the survivor benefit provides a higher benefit than the 50% Qualified Joint and Survivor Annuity’s survivor benefit after age 62, your spouse does not need to consent to this election. Limitation on Optional Forms of Payment Due to Level of Plan Assets and Liabilities If the Adjusted Funding Target Attainment Percentage (AFTAP) of the Aon Pension Plan is less than 80%, but at least 60%, restrictions are imposed on accelerated distributions such as cash outs and lump sums*, full cash refunds**, and Social Security Adjustment Options (present value of pensions $5,000 or less are excluded from the restriction). When this happens, a participant electing to commence his/her pension may either:

• Elect another available form of payment, • Elect to receive the unrestricted portion of the benefit in an accelerated form and the remainder in

a non-accelerated form (for example, elect to have part of the benefit paid under Social Security Adjustment option and part under the 50% Joint and Survivor Annuity option), or

• Defer your entire benefit until the accelerated options are once again fully available. If the AFTAP falls below 60%, accelerated distributions will not be allowed at all, future benefit accruals will not be provided, and no unpredictable contingent event benefits will be paid. However, effective April 1, 2009, the Plan was amended to freeze future benefit accruals and the Plan does not provide for unpredictable contingent event benefits. The Plan’s funding percentage is calculated each year to determine what, if any, restrictions apply. Participants will be notified annually if the restrictions on the accelerated benefit options are applicable.

* Only available for ASA and/or AHCS merged plan benefits. ** Only available for Bain Hogg Robinson merged plan benefits.

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Naming a Beneficiary If you elect either a Joint and Survivor or a Certain and Life Annuity, you may generally name anyone you choose as your beneficiary. You typically name your beneficiary when you are requesting to start benefits and electing the payment option. If you die before benefits begin, your beneficiary is required to be your spouse if married, or your Qualified Domestic Partner, if you have one (see Survivor Benefits). Spousal Consent If you are married and want to name a beneficiary other than your spouse, your spouse must consent to your election. Your spouse’s written consent to another beneficiary and the form of payment must be witnessed by a notary public or a plan representative. Naming a beneficiary other than your qualified domestic partner does not require his or her consent. Pensions of $5,000 or Less If the actuarial present value of your pension benefit is $5,000 or less when you leave the Company, the plan administrator will pay the value in a single sum payment. This payment will be made as soon as administratively convenient and does not require your or your spouse’s consent. • If your single sum benefit is more than $1,000 (up to $5,000), the plan will directly roll over your

benefit to an IRA provider selected by the Plan Administrator. The Plan Administrator may change the IRA provider as circumstances require. Initially, your distribution will be placed in an investment designed to preserve principal and provide a reasonable rate of return and liquidity. There may be fees and expenses related to establishing and maintaining an IRA. After the IRA is established, the plan provisions will no longer apply – you will be subject to the terms and conditions of the IRA agreement. See Administrative Information for IRA provider information.

• If your single sum benefit is $1,000 or less, you will receive a direct payment from the plan.

Generally, a mandatory 20% federal income tax withholding will apply to the payment, unless it is $200 or less. If you want to roll 100% of the distribution over to an Individual Retirement Account (IRA) or another qualified retirement plan, you will need to find other funds to replace the 20% portion withheld. A non-spouse beneficiary may not roll the distribution to another qualified retirement plan, but may roll the distribution to an IRA or Roth IRA. You will receive more information about rolling over your benefit and the withholding rules when you receive your payment (see How Benefits are Taxed).

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Survivor Benefits Survivor Benefits Before You Retire If you die after you become vested but before you begin receiving your pension, the plan pays a lifetime income to a surviving spouse or a Qualified Domestic Partner (see below). This survivor benefit is even available if you are vested in your pension but are no longer working for a subsidiary of Aon. If you die before age 55, your surviving spouse or partner will receive a life annuity beginning on the first payment date after you would have reached age 55. The amount of benefit is equal to half of the reduced pension you would have received if you: • Had terminated employment on the date of your death;

• Died one day after you reached age 55; and

• Elected to receive a 50% joint and survivor annuity payable at age 55. If you die after age 55, your surviving spouse or partner will receive a life annuity equal to half of the pension you would have received if you had begun receiving a 50% joint and survivor pension on the day before your death. Spouse A spouse for all Aon Pension Plan purposes is defined in accordance with federal regulations. Qualified Domestic Partner A qualified domestic partner is a person of the same or opposite sex whose domestic partnership is certified with the Company to meet all of the following requirements: • An intimate, committed relationship of mutual caring;

• Shared principle residence;

• Agreement to be responsible for the other’s basic living expenses;

• Both partners are age 18 or older;

• Neither partner is married to another person or has another domestic partner;

• Neither partner is related by blood; and

• Neither partner has had a different domestic partner in the past six months. Survivor Benefits After You Retire If you die after your pension starts, survivor benefits will be paid only if you elected a form of payment that provided benefits after your death (see Making a Benefit Election).

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How Benefits Are Taxed This plan is intended to operate as a qualified plan under Section 401(a) of the Internal Revenue Code. Qualification of the plan means that benefits accrued under the plan are not subject to federal income tax until paid to you or your beneficiary. When you or your beneficiary begins receiving payments from the plan, they are generally subject to income tax and withholding. Payments from the plan in the form of an annuity are not eligible for rollover to an IRA or another employer qualified plan. All or a portion of some single sum payments may be eligible for rollover. See Pensions of $5,000 or Less. You will receive more information about withholding and taxation of your benefits when you receive a distribution. Tax Advice These points are meant only as general guidelines. Tax laws are complex and continually changing. Please consult a tax specialist concerning your individual situation. The Company, the plan administrator, and their respective agents are not authorized to provide any such advice.

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Social Security Benefits Any benefits you receive from the Social Security Administration are in addition to the pension paid from this plan. Full Social Security benefits generally begin at the Social Security normal retirement age and reduced benefits can begin any time after age 62. Your spouse will also receive a benefit, generally at the Social Security normal retirement age or reduced benefits at age 62, based on your earnings – unless he or she is entitled to a higher benefit based on his or her own earnings. In addition to retirement income, Social Security provides benefits: • If you become disabled;

• When you die; and

• Through Medicare (when you are eligible) for hospital, surgical and other medical expenses. Remember, Social Security benefits are not paid automatically. You must apply to receive benefits. Contact your local Social Security office for details.

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Loss of Service and Benefits Lost Service If you are not vested when you leave the Company, you may lose all your years of service, unless you are rehired within a certain time (see Rehire Following Employment Termination). If you received a single sum payment of your plan benefit and you were rehired before January 1, 2004, any benefit you earned after your re-employment was either reduced by the value of the benefit already paid to you or was determined by excluding the years of service used to calculate the single sum benefit paid to you, whichever results in the lower benefit. If you received a single sum payment of your plan benefit and you were rehired on or after January 1, 2004 and your termination exceeded 31 days, you were not eligible for future accruals in the Aon Pension Plan. If you started receiving periodic payments and you rehired prior to 2009, you would have remained eligible for the plan, but any additional accruals would be actuarially offset by the payments you receive when you terminate from the company again. This offset prevents you from receiving double benefits. Lost Benefits You may lose accrued plan benefits if: • You leave the Company before you are vested and you are not later rehired in time to recover lost

service. This generally occurs if you are not rehired before incurring five consecutive one-year breaks in service.

• You die before commencing your pension and do not have a spouse or Qualified Domestic Partner entitled to survivor benefits.

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Maximum Retirement Benefits Compensation Limits Under the Plan The Internal Revenue Code (IRC) limits the amount of compensation that may be used to calculate your benefit under the plan. This amount for 2008 (the last possible year to accrue a year of service) is $230,000. Maximum Payment Federal law limits the maximum annual benefit payable under this plan to the lesser of $200,000 (for 2012) or 100% of the average pay for your highest three years of consecutive service. This limit may change each year.

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General Plan Provisions Receiving Your Pension If you intend on leaving the Company at normal retirement age, you will need to complete and submit the materials necessary to elect a method of payment before you leave. If you intend to retire and begin collecting pension benefits, contact the Aon Pension Center at least 90 and no more than 180 days prior to the day you want to commence your pension to request the necessary pension forms and materials. See Administrative Information for more information. Claims and Appeals Claims are administered by Claims and Appeals Management, a group within Alight. The Plan Administrator or its delegate has complete discretion to interpret the terms of the Plan and make decisions regarding any claims and appeals. To file a claim, you or your authorized representative should request a Claim Initiation Form from the Aon Pension Center (1.844.259.4828) and return the completed form to:

Claims and Appeals Management P.O. Box 1407 Lincolnshire, IL 60069-1407 Fax: 1.847.554.1365

If you submit a claim, you must include:

• A description of the benefit you are applying for; • The reason(s) for the request; and • Relevant documentation.

You will be notified of the outcome of your claim and any additional instructions, and if necessary, information about submitting an appeal, in writing. You may also contact Claims and Appeals Management for any other information about claims and appeals. If a Claim Is Denied If all or part of your claim is denied, you will receive a letter or written statement within 90 days of the date your claim is received. It will include:

• The reason for the denial; • References to the Plan provisions on which the denial is based; • A description of any additional information that is needed to support your claim and why it is

needed; and • An explanation of how you can request a review of your claim (an appeal), including a statement

of your right to bring a civil action under Section 502(a) of ERISA following a denial of an appeal.

In some cases, it may take additional time review your claim application. If so, you will be notified of the need for an extension; however, any extension will not go beyond 180 days from the date your claim was first received. The claim will be decided based on information originally provided unless you provide additional information within 45 days of the date additional information is requested. You have 60 days from the claim denial date to file an appeal, which will be the subject of a full and fair review by the Plan Administrator. As part of the appeal process, you will be permitted to submit written

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comments, records and other information relating to the claim and provided, upon request and free of charge, reasonable access to and copies of all documents, records, and other information relevant to the claim. The Plan Administrator will consider all comments, documents and other information you submitted, without regard to whether that information was submitted or considered in the initial determination. You will receive a written response to your appeal within 60 days of receipt of your appeal, unless an extension is needed. If so, you will be notified of the need for an extension; however, any extension will not go beyond 120 days from the date your appeal was first received. If your appeal is denied, the decision will be provided to you in writing and will include

• The reason for the denial; • References to the Plan provisions on which the denial is based; • A statement that you are entitled to receive, upon request and free of charge, reasonable access to,

and copies of all documents, records and other information relevant to the claim; and a • A statement of your right to bring a civil action under Section 502(a) of ERISA.

The decisions of the Plan Administrator are final and binding. Keep in mind that until your appeal rights outlined in this section have been exercised to recover any Plan benefits denied in whole or in part, you cannot bring legal action against the Plan or the Company to try to recover those benefits. The above procedure applies not only to you but also to a beneficiary or other person who disagrees about a benefit. If you wish to bring a civil action against the Plan following a denial of your claim on appeal, you must do so within one year of the Plan Administrator’s final decision on your claim. Any lawsuit brought in connection with the Plan must be brought in the Northern District of Illinois (and no other federal or state court). To the extent ERISA or other federal laws do not preempt state law, then the Plan and all rights under the Plan are governed by the laws of the state of Illinois. Any legal action relating to a claim for benefits under the Plan or administration of the Plan must be brought within the earlier of one year from the final decision on your claim or two years from when you knew (or had reason to know) of the circumstances giving rise to the action forming the basis of your claim. Plan Year The plan year, for purposes of accounting and all reports to the U.S. Department of Labor and other regulatory bodies, ends on December 31st of each year. Plan Identification Aon’s employer identification number (EID), assigned by the Internal Revenue Service, is 36-3051915. The Aon Pension Plan, a defined benefit plan, also has an identification number of 010. You should use both numbers when inquiring about this plan. Plan Cost The Company makes all contributions to the plan; employee contributions are not allowed. The amount of Company contributions are determined using accepted actuarial standards.

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Fees and Expenses The plan may pay certain fees and expenses, which include those charged by service providers, expenses incurred as part of normal plan operations and certain legal and other expenses. The total fees paid by the plan are disclosed in the Form 5500 annual report. Fees paid by the plan do not affect the benefits you are entitled to receive. Plan Investments Your benefits in the plan are paid from assets maintained in a trust that is separate from Company assets. The trustee has the responsibility to insure that these assets are used for the benefit of the plan participants. The name and address of the trustee is available in the Administrative Information section of this document. The Board of Directors selects the trustee. Separate investment managers are responsible for making the day-to-day decisions on investing plan assets. Overall investment policy, the selection of investment managers and the monitoring of their performance are the responsibility of the Retirement Plan Governance and Investment Committee of Aon Corporation. The Board of Directors selects the Committee members. A listing of the plan’s investments can be found in the latest annual report filed with the U.S. Department of Labor. You may obtain a copy by writing to the Plan Administrator listed in the Administrative Information section. Plan Insurance Your pension benefits under this plan are insured by the Pension Benefit Guaranty Corporation (PBGC), a federal insurance agency. If the plan ends without enough money to pay all benefits, the PBGC will step in to pay pension benefits. Most people receive all of the pension benefits they would have received under their plan, but some people may lose certain benefits. The PBGC guarantee generally covers: • Normal and early retirement benefits;

• Disability benefits under the plan, if any, if you become disabled before the plan terminates; and

• Certain benefits for your survivors. The PBGC guarantee generally does not cover: • Benefits greater than the maximum guaranteed amount set by law for the year in which the plan

terminates;

• Some or all benefit increases and new benefits based on plan provisions that have been in place for fewer than five years at the time the plan terminates;

• Benefits that are not vested because you have not worked long enough for the company;

• Benefits for which you have not met all the requirements at the time the plan terminates;

• Certain early retirement payments (such as supplemental benefits that stop when you become eligible for Social Security) that result in an early retirement monthly benefit greater than your monthly benefit at the plan’s normal retirement age; and

• Non-pension benefits, such as health insurance, life insurance, certain death benefits, vacation pay and severance pay.

Even if certain benefits are not guaranteed, you still may receive some of those benefits from the PBGC depending on how much money your plan has and how much the PBGC collects from employers.

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For more information about the PBGC and the benefits it guarantees, ask your plan administrator or contact the PBGC at:

PBGC’s Technical Assistance Division 1200 K Street N.W. Suite 930 Washington, D.C. 20005-4026 1.202.326.4000

TTY/TDD users may call the federal relay service toll-free at 1.800.877.8339 and ask to be connected to 1.202.326.4000. Additional information about the PBGC’s pension insurance program is available through the PBGC’s website on the Internet at: http://www.pbgc.gov. Non-assignment of Benefits Your interest in this plan may not be assigned, sold, transferred, garnished or pledged as collateral. A creditor may not attach your interest in the plan as a means of collecting a debt owed by you. Exceptions Your benefits may be attached to satisfy a federal tax levy and state courts can rule that benefits be paid to someone other than you or your named beneficiary, according to a Qualified Domestic Relations Order (QDRO). The QDRO must relate to child support, alimony payment or marital property rights. More information regarding QDROs is available in the Administrative Information section. Overpayments If for any reason payment of benefits to an individual under this Plan exceeds the amount of benefits that should have been paid, the Plan is entitled to take any and all actions necessary and appropriate to recover the overpayment. This may include withholding of future benefit payments or requiring the individual to repay the overpaid benefits. Family and Medical Leave of Absence If you take a Family and Medical Leave of Absence, you will continue to be a plan participant and earn credit for vesting and eligibility unless you do not return to work. However, you will not receive credit for benefit accrual purposes. For more information about leaves of absence, log onto UPoint® and review the Leave of Absence section. Top-heavy Plan Federal law provides that if the plan is shown to favor certain key employees, the plan may be declared top heavy and become subject to special rules. If the plan is found to be top heavy, the vesting schedule will switch from the one described earlier to the following schedule for all top-heavy years:

Years of Service Vested Percentage Less than 2 0%

2 20% 3 40% 4 60% 5 80%

6 or more 100%

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Administrative Information Plan Sponsor The plan sponsor of the Aon Pension Plan is:

Aon Corporation 200 East Randolph Street Chicago, IL 60601 1.312.381.1000

Plan Administrator The Plan administrator is the Administrative Committee, which oversees the Plan’s activities not related to investment decisions. The Committee members are appointed by the Board of Directors. The Committee delegates various aspects of the day-to-day responsibility to other departments and service providers outlined through out this section. If you want to contact the Administrative Committee, have questions or concerns with any of the service providers, you can call the Aon Pension Center at 1.844.259.4828 Monday through Friday between 9 a.m. and 5 p.m. Central time, or write to:

Aon Pension Center RFM Department 102121 PO Box 9619 The Woodlands, TX 77387

Recordkeeper The service provider who maintains the records of your benefit and related activity is referred to as the recordkeeper. The Administrative Committee has secured the services of the Aon Pension Center to provide operational and administrative support for the plan. If you have questions regarding the plan, or you would like to start receiving your pension, please contact Aon Pension Center either by phone, email or in writing.

Aon Pension Center RFM Department 102121 P.O. Box 9619 The Woodlands, TX 77387 Toll-free telephone number: 1.844.259.4828 Pension Center Representatives are available between 9 a.m. and 5 p.m., Central time, Monday through Friday, excluding holidays.

Once your pension benefit has begun, you will need to contact the Aon Pension Center for any questions related to your monthly pension check. Claims and Appeals Claims are administered by the Claims and Appeals Management, a group within Alight. To file a claim, you or your authorized representative should request a Claim Initiation Form from the Aon Pension Center (1.844.259.4828) and return the completed form to:

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Claims and Appeals Management P.O. Box 1407 Lincolnshire, IL 60069-1407 Fax: 1.847.554.1365

Notification of Address After you leave employment, notify the Aon Pension Center of any address change so you can be kept informed of relevant plan information and maintain timely receipt of payments. If any checks are returned because you moved, your future benefit checks will not be mailed until you provide your new address. Domestic Relations Orders If you are a participant or the spouse of a participant and enter divorce proceedings, you may secure a domestic relations order to divide the marital assets accumulated in the Aon Pension Plan. Before the plan can act on this, the order must be qualified. The resulting document is referred to as a Qualified Domestic Relations Order (QDRO). A unit of Alight specializes in this process and has been retained by the plan to provide these services. As a result, if you have already or will be pursuing this course of action, you will need to contact the Qualified Order Center at www.qocenter.com or via telephone at 1.855.625.5500. The mailing address is:

Alight Attn: Qualified Order Team P.O Box 1433 Lincolnshire, IL 60069

Trustee Assets are held in the Aon Pension Plan Trust. The trustee for the Aon Pension Plan is:

The Northern Trust Company 50 South LaSalle Street Chicago, IL 60603

Agent for Service of Legal Process To take legal action because of a dispute relating to the Aon Pension Plan, you may contact the agent of service of legal process:

EVP and Chief Human Resources Officer Aon Corporation 200 East Randolph Street Chicago, IL 60601 1.312.381.1000

IRA Provider Citibank is the IRA provider of the automatic rollover. The balance transferred to the Citibank IRA will be initially invested in an Insured Money Market Account that will earn interest, compounded daily. After the rollover, a participant may choose other FDIC-insured investment options or may choose to establish a Citibank IRA Brokerage Account that gives the opportunity to invest in non-FDIC insured investment options. At the time of publication, there are no fees for establishing an account in the Citibank IRA nor are there any annual fees. Certain fees may apply for transactions under an IRA Brokerage Account or when funds are transferred out of the IRA. Any fees and expenses relating to a

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Citibank IRA will be the responsibility of the participant and subject to payment methods established by Citibank. If you have any questions about the Citibank Rollover IRA product and its associated fees and expenses, please contact Citibank at 1.800.695.5911.

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Your Right to Benefits The Employee Retirement Income Security Act of 1974 (ERISA) spells out certain rights and duties for benefit plans. ERISA is a federal law that sets standards and defines procedures for employee benefit plans. However, Aon did not create your benefit plans because of ERISA. These plans were adopted to help give you and your family security and benefits that allow you to meet your needs. Your Benefits Under ERISA As a participant in the Aon Pension Plan, ERISA entitles you to certain rights and protections under the Employee Retirement Income Security Act of 1974 (ERISA). ERISA provides that all plan participants are entitled to: Receive Information About Your Plan and Benefits • Examine, without charge, at the plan administrator’s office and at other specified locations, such as

worksites, all documents governing the plan, including insurance contracts and collective bargaining agreements and a copy of the latest annual report (Form 5500 Series) filed by the plan with the U.S. Department of Labor and available at the Public Disclosure Room of the Employee Benefits Security Administration.

• Obtain, upon written request to the plan administrator, copies of documents governing the operation of the plan, including insurance contracts and collective bargaining agreements, copies of the latest annual report (Form 5500 Series) and updated summary plan descriptions. The administrator may make a reasonable charge for the copies.

• Receive a summary of the plan’s annual financial report. The plan administrator is required by law to furnish each participant with a copy of this summary annual report.

• Obtain a statement telling you whether you have a right to receive a benefit at normal retirement age (age 65) and if so, what your benefits would be at normal retirement age if you stop working under the plan now. If you do not have a right to a benefit, the statement will tell you how many more years you have to work to receive a benefit. This statement must be requested in writing and is not required to be given more than once every twelve (12) months. The plan must provide the statement free of charge.

Enforce Your Rights If your claim for a pension benefit is denied or ignored, in whole or in part, you have a right to know why this was done, to obtain copies of documents relating to the decision without charge, and to appeal any denial, all within certain time schedules. Under ERISA, there are steps you can take to enforce your rights. For instance, if you request a copy of plan documents or the latest annual report from the plan and do not receive them within 30 days, you may file suit in a federal court. In such a case, the court may require the plan administrator to provide the materials and pay you up to $110 a day until you receive the materials, unless the materials were not sent because of reasons beyond the control of the administrator. If you have a claim for benefits which is denied or ignored, in whole or in part, you may file suit in court, after exhausting the plan’s appeal process. In addition, if you disagree with the plan’s decision or lack thereof concerning the qualified status of a domestic relations order or a medical child support order, you may file suit in Federal court.

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If it should happen that plan fiduciaries misuse the plan’s money, or if you are discriminated against for asserting your rights, you may seek assistance from the U.S. Department of Labor or you may file suit in a federal court. The court will decide who should pay court costs and legal fees. If you are successful, the court may order the person you have sued to pay these costs and fees. If you lose, the court may order you to pay these costs and fees, for example, if it finds your claim is frivolous. Assistance with Your Questions If you have any questions about the Aon Pension Plan, you should contact the plan administrator. If you have any questions about this statement or about your rights under ERISA, or you need assistance in obtaining documents from the plan administrator, you should contact the nearest office of the Employee Benefits Security Administration, U.S. Department of Labor, listed in your telephone directory, or the Division of Technical Assistance and Inquiries, Employee Benefits Security Administration, U.S. Department of Labor, 200 Constitution Avenue N.W., Washington, DC 20210. You may also obtain certain publications about your rights and responsibilities under ERISA by going to the Employee Benefits Security Administration’s website at http://askebsa.dol.gov or calling toll-free at 1.866.444.3272.

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Future of the Plan While Aon does not intend to end this plan, it is difficult to predict the future. The plan sponsor reserves the right, by action of the Board of Directors, to partially terminate or fully terminate the plan at any time for any reason, and the Board or any person or entity authorized by the Board may amend the plan at any time for any reason. No amendment will deprive you of any benefits to which you have earned the right. If the plan ends, your accrued benefit would be 100% vested, to the extent that those benefits are then funded. The plan’s assets upon termination will be used to pay benefits in the following order: • Benefits being paid or entitled to be paid if the employee had retired three years before the plan

ended;

• Benefits vested before the plan ended which are guaranteed by the Pension Benefit Guaranty Corporation (PBGC) as explained under the section called Plan Insurance;

• All other benefits that were vested before the plan ended; then

• All other benefits. If there are assets remaining after all plan benefits have been paid, the excess assets will be returned to the plan sponsor. Important Note This information is intended to be a guide to the plan provided by the Company and should not be construed as a contract. Your employer reserves the right to make changes in content or application as it deems appropriate, and these changes may be implemented even if they have not been communicated, reprinted or substituted in this information. This summary plan description does not constitute a contract of employment. You and your employer are free to terminate your employment at any time for any reason. The complete details of the plan are contained in the official plan document. If a discrepancy occurs, the actual plan document will prevail. You and your beneficiaries should not rely on any oral description of the plan or its benefits because the written terms of the plan will always govern. The terms and provisions of the retirement plan are contingent upon the approval of the Internal Revenue Service. It is also subject to Title 1 (except Part 3) of ERISA. As such, it is generally subject to the reporting and disclosure, participation and vesting, fiduciary responsibility, administration and enforcement provisions of ERISA.

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Appendix Special Provisions for Human Resources Outsourcing Group (HROG) Employees Eligibility You were eligible to participate in the Aon Pension Plan if you were a Human Resources Outsourcing Group (HROG) employee who was: • Hired by Aon Consulting on or before February 1, 2002 and who had maintained continuous service,

except as noted under “Breaks in Service” below;

• Employed by the McLagan subsidiary of Assessment Solutions Incorporated (ASI) at the time of its acquisition by HROG;

• Transferred into HROG from another Aon business unit while eligible to participate in the Pension Plan.

You are not eligible to participate in the Aon Pension Plan if you were an HROG employee who was: • Hired by HROG after February 1, 2002;

• An employee of ASI (except for the McLagan division) at the time of its acquisition by HROG;

• An employee of ASI (except for the McLagan division) who transferred into Aon Management Consulting at the time of ASI’s acquisition by HROG and then transferred into HROG;

• An employee of Proudfoot Reports at the time of acquisition. Breaks in Service If you were an HROG employee eligible to participate in the Pension Plan who terminated employment and is later rehired, you would have: • Remained eligible to participate in the Pension Plan if you are rehired within 31 days of your date of

termination (assuming service was prior to 2009). • Not been eligible to participate in the Pension Plan if you are rehired more than 31 days after your

date of termination unless benefit payments under the plan have commenced. Vesting and Credit for Service If you were a HROG employee and transferred to another division of Aon Corporation that participates in the Pension Plan, you received past service credit toward eligibility and vesting for the time you were employed by HROG only if you met the plan eligibility requirements by January 1, 2005. Service for purposes of benefit accruals was calculated from the effective date of your transfer.

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Special Provisions for Former Sterling Commissioned Employees A Sterling commissioned employee was a full-time commissioned employee who represented Sterling Life Insurance Company prior to April 1, 2008. Eligibility If you were a Sterling commissioned employee and eligible to participate in the Aon Pension Plan before January 1, 2004, you accrued no further benefits under this plan after December 31, 2003. Sterling commissioned employees hired after December 31, 2003 were not eligible to participate in the Aon Pension Plan. Vesting Credit for Service If you remained a Sterling commissioned employee after December 31, 2003, you would have continued to earn vesting credits in accordance with the prevailing plan provisions.

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Special Provisions for Former Participants in the Alexander & Alexander Pension Plan Vesting If you were an active participant in the pension plan for employees of Alexander and Alexander Services Inc. as of January 15, 1997, and you had completed at least two years of continuous employment on or before that date, you became 100% vested. If you had not completed at least two years of continuous employment by January 15, 1997, vesting was determined according to the schedule located in the Vesting section. Completed plan years of service for this purpose included relevant service while an employee of both Aon Corporation and Alexander and Alexander Services Inc. Accrued Benefit Employees of Alexander & Alexander Services Inc. who were covered under its pension plan accrued benefits under the terms of that plan through January 15, 2000. If the benefit accrued under the Alexander & Alexander plan was greater than the amount calculated using the combined Alexander & Alexander and Aon Pension Plan formula, you received the greater benefit. If you were active on December 31, 1997 and accruing a benefit under the Alexander & Alexander Pension Plan on that date, your benefit as of December 31, 1997, was adjusted upward (indexed) for any compensation increases through to December 31, 2006. For service after December 31, 1997, you accrued benefits under the Old Formula Benefit (also referred to “final average pay formula”) through to December 31, 2006. For service after December 31, 2006, you earned benefits under the New Formula (also referred to as “career average pay formula”). Your benefit as of December 31, 1997, with any increases through December 31, 2006 due to indexing, your benefit for service after December 31, 1997 through December 31, 2006, and your benefit for service for benefit accrual purposes after December 31, 2006 are added together to determine your total retirement benefit.

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Special Provisions for Former BEP Employees Who Participated in the Sodarcan and Affiliated Companies Pension Plan and Trust Vesting Former BEP Employees who participated in the Sodarcan and Affiliated Companies Pension Plan and Trust (Sodarcan Pension Plan) on December 31, 1997 received vesting credits for periods of service with BEP prior to January 1, 1998. If you remained an employee of Aon Corporation after December 31, 1997, you continued to earn vesting credits in accordance with Aon Pension Plan provisions. Accrued Benefit Former BEP Employees were covered under the Sodarcan Pension Plan earned benefits under the terms of that plan through December 31, 1997. Benefits after December 31, 1997 were earned under the terms of the Aon Pension Plan. Your benefit as of December 31, 1997, was adjusted upward (indexed) for any compensation increases through to December 31, 2006. For service after December 31, 1997, you accrued benefits under the Old Formula (also referred to “final average pay formula”) through to December 31, 2006. For service after December 31, 2006, you earned benefits under the New Formula Benefit (also referred to as “career average pay formula”). Your benefit as of December 31, 1997, with any increases through December 31, 2006 due to indexing, your benefit for service after December 31, 1997 through December 31, 2006, and your benefit for service for benefit accrual purposes after December 31, 2006 are added together to determine your total retirement benefit.

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Special Provisions for Former Actuarial Sciences Associates Employees Who Participated in the ASA Pension Plan Vesting Former ASA Employees who participated in the ASA Pension Plan on December 31, 2000 received vesting credits for periods of service with ASA prior to January 1, 2001. If you remained an employee of Aon Corporation after December 31, 2000, you continued to earn vesting credits in accordance with Aon Pension Plan provisions. Accrued Benefit Former ASA Employees covered under the ASA Pension Plan earned benefits under the terms of that plan through December 31, 2000. Benefits after December 31, 2001 were earned under the terms of the Aon Pension Plan. For service after December 31, 2000, you accrued benefits under the Aon Pension Plan’s Old Formula (also referred to “final average pay formula”) through to December 31, 2006. For service after December 31, 2006, you earned benefits under the Aon Pension Plan’s New Formula (also referred to as “career average pay formula”). Your benefit as of December 31, 2000, your benefit for service after December 31, 2000 through December 31, 2006, and your benefit for service for benefit accrual purposes service after December 31, 2006 are added together to determine your total retirement benefit. Lump Sum Distribution Option Instead of receiving your ASA pension as a monthly annuity, you may elect to receive your cash balance in a lump sum if general plan restrictions are not imposed under the law. If you are able to receive your ASA pension in a lump sum, it will be subject to 20% withholding. You may also elect to roll over a lump sum to an Individual Retirement Account (IRA) or another qualified retirement plan. A surviving spouse may also rollover a lump sum distribution to a qualified retirement plan or IRA. A Qualified Domestic Partner may only rollover the money to an IRA and only if it is through a direct trust–to-trust transfer. You will receive more information about rolling over your benefit and the withholding rules when you receive your retirement election material.

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Special Provisions for Former IRMG Employees Who Participated in the International Risk Management (Americas) Inc. Retirement Plan Vesting Former IRMG Employees who participated in the International Risk Management (Americas) Inc. Retirement Plan (IRMG Pension Plan) on December 31, 2001 received vesting credits for periods of service with IRMG prior to January 1, 2002. If you remained an employee of Aon Corporation after December 31, 2001, you continued to earn vesting credits in accordance with Aon Pension Plan provisions. Accrued Benefit Former IRMG Employees were covered under the IRMG Pension Plan earned benefits under the terms of that plan through December 31, 2001. Benefits after December 31, 2001 were earned under the terms of the Aon Pension Plan. If you were active on December 31, 2001 and accruing a benefit under the IRMG Pension Plan on that date, your benefit as of December 31, 2001, was adjusted upward (indexed) for any compensation increases through to December 31, 2006. For service after December 31, 2001, you accrued benefits under the Old Formula (also referred to “final average pay formula”) through to December 31, 2006. For service after December 31, 2006, you earned benefits under the New Formula (also referred to as “career average pay formula”). Your benefit as of December 31, 2001, with any increases through December 31, 2006 due to indexing, your benefit for service after December 31, 2001 through December 31, 2006, and your benefit for service for benefit accrual purposes after December 31, 2006 are added together to determine your total retirement benefit.

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Special Provisions for Former Aon Human Capital Services (AHCS) Employees Who Participated in the AHCS Pension Plan Vesting Former AHCS Employees who participated in the AHCS Pension Plan on October 15, 2008 received vesting credits for periods of service with AHCS prior to October 15, 2008. If you remained an employee of Aon Corporation after October 15, 2008, you continued to earn vesting credits in accordance with Aon Pension Plan provisions. Accrued Benefit Former AHCS Employees covered under the AHCS Pension Plan earned benefits under the terms of that plan through to their transfer date to another department of Aon Consulting or October 15, 2008, whichever date is applicable. Benefits after October 15, 2008 were earned under the terms of the Aon Pension Plan. Lump Sum Distribution Option Instead of receiving your AHCS pension as a monthly annuity, you may elect to receive your cash balance in a lump sum if general plan restrictions are not imposed under the law. If you are able to receive your AHCS pension in a lump sum, it will be subject to 20% withholding. You may also elect to roll over a lump sum to an Individual Retirement Account (IRA) or another qualified retirement plan. A surviving spouse may also rollover a lump sum distribution to a qualified retirement plan or IRA. A Qualified Domestic Partner may only rollover the money to an IRA and only if it is through a direct trust-to-trust transfer. You will receive more information about rolling over your benefit and the withholding rules when you receive your retirement election material.