Talcott Resolution Short-Term Incentive Compensation Plan Administrative Rules, effective November 1, 2018

Only regular, full-time and part-time employees of Talcott Resolution Life Insurance Company (“the Company”) are eligible to participate in the Company’s Short-Term Incentive Compensation Plan (“the Plan”). Contractors and other vendors are not eligible to participate in the Plan.

    

Only employees who are in good standing are eligible to participate in the Plan. At Management’s discretion, employees who are on a performance management plan on the Scheduled Payout Date or who received a written warning relating to performance, attendance or behavioral issues during the Performance Period may be ineligible to participate in the Plan.

Subject to the provisions for employees who work less than the full Performance Period set forth below, only employees who were employed by the Company during the Performance Period and continue to be employed by the Company on the Scheduled Payout Date are eligible to participate in the Plan.

Employees who received an overpayment and have not repaid that overpayment or entered into a payment plan to repay it, despite being notified of the overpayment by the Company, are not eligible to participate in the Plan.

Employees are not eligible to participate simultaneously in the Plan and any other annual incentive compensation plan of the Company.

Target Funding for the Plan is determined as a percentage of an employee’s Eligible Earnings, based on his/her respective tier level for time in role during the Performance Period. The Target Funding percentages by tier generally are set forth in the table below:

The target pool for the Plan for Tiers 4 through 12 is calculated by determining the sum of Target Funding for all Tier 4 through 12 eligible employees.

The Company will allocate the Company Pool amongst the functional areas. Individual Awards are determined at the discretion of Management based on available pool funding. An employee’s position at the end of the Performance Period determines which pool funding applies to him/her. No employee is guaranteed an Award or an Award in any particular amount. Based on Company and individual performance, employees may receive individual Awards greater than or less than the Target Funding percentage for his/her tier. If minimum performance thresholds for that particular business or functional group are not met or if an individual’s performance warrants, individual Awards may be reduced to zero ($0). Individual Award amounts should be in increments of $100.

*Because the Plan is intended to encourage continued employment, if a Participant voluntarily leaves the Company or is terminated for performance, attendance or behavioral related reasons prior to the Scheduled Payment Date, the Participant is not eligible to receive payments under the Plan (except where required by law).