FirstEnergy Solutions Corp. Voluntary Enhanced Retirement Option, effective as of January 2, 2019

you are notified by the Company that you are eligible to participate in the VERO;

you inform the Company of your election of VERO Benefits (as defined below) within the designated time period; and

you retire from the Company; then

Lump Sum Payment. You will be paid a lump sum cash payment (the “Cash Severance Payment”) in an amount equivalent to your cash severance payment benefit under the FirstEnergy Severance Benefits Plan or the FirstEnergy Executive Severance Benefits Plan, as applicable (collectively, the “Severance Plan”), except that if you are an Insider your Cash Severance Payment will be capped in accordance with section 503(c)(2) of Title 11 of the United States Code and the Final Order Approving Wages Motion³. The Cash Severance Payment will be paid to you in a lump sum as soon as administratively practicable after the Release Effective Date, but in no event later than the second regularly scheduled payroll date following the Release Effective Date; provided, that, in the event your Retirement Date is later than November 1, 2019, the payment will be made no later than the second regularly scheduled payroll date of 2020. The Cash Severance Payment is subject to income tax withholding at a supplemental federal rate in addition to any applicable state or local withholding. Applicable FICA and Medicare withholding also will apply. The Cash Severance Payment is not considered compensation for the Pension Plan or any other retirement plan or for any other benefits determination, except as set forth above.

Continuation of Medical Coverages. You may elect for you and your eligible dependents to continue Health Care, Prescription, Dental and Vision Coverage through the Company’s Consolidated Omnibus Budget Reconciliation Act of 1985, as amended (“COBRA”) administrator at retirement at active employee rates. For the period following your termination of employment equal to the number of weeks used to calculate your severance payment under the Severance Plan (the “Benefits Continuation Period”), you will continue to pay the portion of the premium for the COBRA coverage you elect, at the same rates set from time to time for active employees and for the same plan options; provided, that, no such period shall exceed eighteen (18) months following your termination. Any amendment to any Health Care, Prescription, Dental and Vision Coverage plan that applies to active employees of the Company, shall also be applicable to any coverage you elect. The Claims Administrator (as defined below) may amend, modify or terminate any such plan. If you are a “highly compensated employee” as defined under Section 105(h) of the Internal Revenue Code of 1986 and the rules and regulations promulgated thereunder (collectively, the “Code”), the value of the active employee Health Care, Prescription, Dental and Vision Coverage may be taxable to you if the VERO is discriminatory under Section 105(h).

Temporary Pension Enhancement. You will be paid a monthly temporary pension enhancement payment in the amount of $1,500 until such time as you reach the age of sixty-five (65); provided, that, you will be entitled to at least twenty-four (24) monthly payments and, if applicable, will continue to receive such payments following your sixty-fifth (65^th) birthday until you have received twenty-four (24) monthly payments in total (the “Temporary Pension Enhancement Payments”). The first Temporary Pension Enhancement Payment will be paid to you, less all applicable federal, state or local tax withholdings, as soon as administratively practicable after the Release Effective Date, but in no event later than the second regularly scheduled payroll date following the Release Effective Date; provided, that, in the event your Retirement Date is later than November 1, 2019, the payment will be made on the second regularly scheduled payroll date of 2020 (with the first such payment inclusive of any payments which would otherwise have been made during such initial period), after which the remaining Temporary Pension Enhancement Payments shall thereafter be paid to you on a monthly basis. You will begin to receive your Temporary Pension Enhancement Payments in accordance with the payment schedule provided herein irrespective of whether you have commenced receiving payments under the Pension Plan.

Paid Time Off Payment. You will receive in your final regularly scheduled paycheck from the Company prior to or on your Retirement Date: (i) payment for any unused paid time off (“PTO”) and deferred PTO and (ii) payment for any purchased PTO that is unused but for which employee contributions have been made and any unused banked/frozen vacation (collectively, the “PTO Payment”).

Termination Date. At least one business day before the Termination Date, the Company will pay to the Claims Administrator all unpaid amounts due and owing by the Company under clauses (a) and (d) (excluding unused banked and frozen vacation) for those employees

Examine, without charge, at the Plan Administrator’s office or local Human Resources office, all documents governing the plan, a copy of the latest annual report filed with the Department of Labor (if it is required that such a report be filed) and the plan description.

Obtain copies of documents governing the operation of the VERO, the latest annual report (if it is required that such a report be filed) and an updated summary plan description or other

In addition to creating rights for plan participants, ERISA imposes duties upon the people who are responsible for the operation of the employee benefit plan. The people who operate the VERO, called “fiduciaries” of the VERO, have a duty to do so prudently and in the interest of you and other plan participants and beneficiaries. No one - the Company or any other person - may discriminate against you in any way to prevent you from obtaining benefits or exercising your rights under ERISA.

If your Claim 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 VERO and do not receive them within thirty (30) days, you may file suit in 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 Plan Administrator. If you have a Claim which is denied or ignored, in whole or in part, you may file suit in a state or federal court. If it should happen that plan fiduciaries misuse the VERO’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 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.

If you have any questions about the VERO, you should contact the Plan Administrator at the address or phone number listed below. If you have any questions about this statement or about your rights under ERISA, or if 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, D.C. 20210. You may also

If you are a “specified employee” as determined under the Company’s policy for determining specified employees on the date of your separation from service, VERO Benefits that are subject to, and not exempt from, Section 409A that would otherwise be paid or provided during the first six (6) months following such separation from service, shall be accumulated during that six (6)-month period and paid or provided (together with interest at the applicable federal rate under Section 7872(f)(2)(A) of the Code) on the first business day following the six (6) month anniversary of such separation from service. Notwithstanding the foregoing, VERO Benefits delayed pursuant to this paragraph shall commence as soon as practicable following the date of your death prior to the end of the six (6) month period, but in no event later than ninety (90) days following the date of death.

Any reimbursement of expenses or in-kind VERO Benefits subject to, and not exempt from, Section 409A, shall be subject to the following additional rules: (i) any reimbursement of eligible expenses shall be paid as they are incurred (but not prior to the end of the six (6)-month delay period applicable to “specified employees” as set forth above) and shall always be paid on or before the last day of your tax year following the tax year in which the expenses were incurred; provided, that, you first provide documentation of such expenses in reasonable detail not later than sixty (60) days following the end of the calendar year in which the eligible expenses were incurred; (ii) the amount of expenses eligible for reimbursement, or in-kind benefits provided,

Notwithstanding any other provision of the VERO, you must execute (and not revoke) a Release as provided in Section 4 herein for payment of the VERO Benefits. Any VERO Benefit subject to Section 409A will be forfeited if the Release is not executed (or is revoked after execution) as provided in Section 4 herein.

No payments made by the Company through any other plan, program, policy or arrangement shall be a substitute for the payment of any VERO Benefits that is subject to Section 409A.

Each payment in a series of payments hereunder shall be deemed to be a separate payment for purposes of Section 409A.