Your 401(k) Summary Plan Description

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Your 401(k) Summary Plan

Description

This Summary Plan Description describes the Motorola Solutions

401(k) Plan

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ABOUT THE PLAN

This summary plan description (“SPD”) describes the Motorola Solutions 401(k) Plan (the “Plan”). The Plan is sponsored by Motorola Solutions, Inc. (together with its corporate predecessors, “Motorola Solutions”). Please take the time to read through this SPD, which describes the Plan features. This SPD is a general summary of the Plan’s features.

This SPD describes the Plan in effect as of January 1, 2015. Please see the prior SPDs and Summaries of Material Modifications (“SMMs”) for information concerning Plan provisions before that date.

Subsequent 401(k) SPDs or SMMs will be provided to advise you of any changes in the Plan, as required by the Employee Retirement Income Security Act of 1974 (“ERISA”), as amended.

Your rights are governed by the terms of the Plan document. You should refer to the Plan document for complete information on your rights and obligations under the Plan. You may obtain a copy of the Plan document upon written request to the Motorola Solutions Employee Service Center (the “Employee Service Center”). There may be a reasonable charge for such copies. In the event of any difference between the terms of this SPD and the Plan document, the terms of the Plan document will control.

Motorola Solutions reserves the right, at any time, to amend, modify or terminate, in whole or in part, the Plan described in this SPD.

Overview

Investing in the Plan lets you save money for retirement by making contributions to the Plan with every paycheck. Motorola Solutions will match every pretax dollar you contribute (not including catch-up contributions), up to your first 4 percent of eligible pay each year. In addition to the 4 percent matching contribution, Motorola Solutions may make a discretionary matching contribution, as determined annually. This section explains who’s eligible to participate in the Plan and then outlines how the Plan works.

QUICK CONTACT INFO

Your Benefits Resources Current employees:

my.mot-solutions.com/go/ybr

(Use your core ID and web applications password.)

Former employees:

www.yourbenefitsresources.com/mot-solutions

(Use your unique user ID and password for Your Benefits Resources.)

Employee Service Center

(800) 585-5100

Outside U.S.: +1 (646) 254-3472

Be sure to select the appropriate option for assistance.

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Here are some of the benefits you’ll receive by participating in the Plan:

 Tax deferral: Your pretax contributions to the Plan aren’t considered part of your current earnings. This means that they aren’t subject to U.S. federal or state (depending on where you live) income taxes until you receive a distribution from the Plan.

 After-tax contributions: Your after-tax contributions to the Plan are considered part of your current earnings. As a result, these contributions are subject to U.S. federal and/or state income taxes at the time they’re earned. However, you don’t pay taxes on the after-tax amounts’ earnings until you receive a distribution from the Plan.

 Matching contributions: If you elect to make pretax contributions to the Plan, Motorola Solutions will make matching contributions to your Plan account for each pay period in which you make a pretax contribution, up to certain maximums. Motorola Solutions will also provide you with a “true-up” matching contribution if you are eligible (see the section of this SPD entitled “How True-Up Contributions Work” for details) andmay also make an additional, discretionary matching contribution, as determined each year. Note that catch-up contributions are not matched.

 Investment options: You can choose from a wide range of investment options in the Plan. Any earnings on your investments remain in your account and are further invested. You don’t pay taxes on these earnings until you receive a distribution from the Plan.

Getting Started: Eligibility and Enrollment Requirements

This section walks you through the Plan’s eligibility requirements and the steps to take before enrolling.

KEEP THIS IN MIND WHEN DESIGNATING BENEFICIARIES

Be sure to periodically review your designated beneficiaries. If you marry after you file a beneficiary designation, your designation becomes invalid, and you need to get written, notarized spousal consent to change it.

If you designate your spouse as your beneficiary and you later separate or divorce, your designation remains in effect unless you change it by filling out and submitting a new Beneficiary Designation Form or you remarry.

Step One: Determine Your Plan Eligibility.

You can participate in the Plan if you’re an active employee of Motorola Solutions. You aren’t eligible to participate in the Plan if any of the following are true:

 You provide services to Motorola Solutions under an independent contractor, consultant, employee-leasing, purchase order, supplier or staffing agreement or any other similar agreement into which Motorola Solutions enters for services.

 You’re classified as a leased employee.

 You’re classified as contract labor.

 You’re classified as an intern.

 Your base compensation isn’t processed by Motorola Solutions’ U.S. payroll department.

 You’re employed under a collective bargaining agreement (unless your union agreement provides for your participation in this Plan).

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If you transfer employment to a foreign subsidiary, you may continue to be eligible to participate in the Plan if certain criteria are met. Contact the Employee Service Center for more information if this applies to you.

Step Two: Select a Beneficiary.

When your participation begins, you’ll need to designate a beneficiary(ies) (you can designate both primary and contingent beneficiaries). In the event of your death, the beneficiary(ies) you select will be paid your entire vested account balance (less any outstanding loans). To designate a beneficiary, log on to Your Benefits Resourcesand fill out the online designation. If you are single, or if you are married and have designated your spouse as beneficiary, you will receive a confirmation notice in the mail. Review the information to be sure it’s correct. If there is an error, you may make the correction online. In most cases, your beneficiary designation takes effect on the date you complete the online beneficiary designation.

If you are married and designate someone other than your spouse as beneficiary (or list, along with your spouse, someone else who is to receive a portion of your account balance in the event of your death), your spouse must provide written, notarized consent to your designation before the designation takes effect. In this case, your spouse must complete and sign in front of a notary a 401(k) Plan Beneficiary Designation Authorization Form.

You may revoke or change your beneficiary designation at any time.

DEFINITION OF SPOUSE/SURVIVING SPOUSE

The definition of spouse includes a person to whom you are legally married under state law. Effective September 16, 2013, the Plan recognizes a participant’s same-sex marriage that was valid in the state in which it was conducted, even if the participant resides in a state that doesn’t recognize the marriage. Also, a former spouse will be treated as a spouse or surviving spouse to the extent required under a qualified domestic relations order.

Step Three: Determine Your Eligibility Date.

As long as you meet the Plan’s eligibility requirements, your pretax contributions may begin as early as the second pay period after you begin working at Motorola Solutions. You’re eligible to receive matching contributions as soon as you start making pretax contributions to the Plan.

Contributions to Your Account

The Plan is based upon the contributions you and Motorola Solutions make to your account. Read this section to learn more about the types of contributions, the vesting requirements and other Plan limits that apply to your account. Keep in mind that your account is tied to the performance of the investment market, so there is no guarantee that its future value will be equal to or greater than the total contributions made to your account.

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Your Contributions

You may make four types of contributions to your account, as described below. Your deductions will begin as soon as administratively practical after your election is received by the Employee Service Center and communicated to payroll. The Plan doesn’t require you to contribute a minimum percentage;

however, the Internal Revenue Service (“IRS”) limits the maximum amount you may contribute each year. (See the section of this SPD entitled “Your Compensation Information and Plan Limits” for details.) To increase, decrease or stop your pretax contribution percentage, please visit Your Benefits Resources or call the Employee Service Center.

All of your deferral contributions (including your pretax, after-tax and/or catch-up contributions) will be invested in the Plan as soon as administratively practical after the corresponding pay period end date.

1. Pretax Contributions

You may contribute from 1 percent to 30 percent of your pay (in 1 percent increments) to the Plan on a pretax basis. Your elected pretax contribution percentage will be deducted from each of your paychecks and added to your Plan account.

Automatic enrollment. If you don’t make an election under the Plan within 30 days after your date of hire, an automatic enrollment notice will be mailed to your home address, and you will be automatically enrolled in the Plan and begin contributing 5 percent of your pay on a pretax basis. You can continue contributing to the Plan at the automatic pretax contribution percentage, elect a different rate or elect not to make any further contributions by visiting Your Benefits Resources or calling the Employee Service Center and changing the 5 percent automatic election. You will have an opportunity to opt out of the automatic enrollment before salary deductions begin.

2. After-Tax Contributions

You may also elect to contribute 1 percent to 20 percent of your pay (in 1 percent increments) to the Plan on an after-tax basis. After-tax contributions can be made concurrent with pretax or catch-up

contributions. However, note that after-tax contributions aren’t eligible for matching contributions or discretionary matching contributions.

The IRS places maximums on after-tax contributions. (See the section of this SPD entitled “Your Compensation Information and Plan Limits” for details.) The Plan Administrator may also limit your after-tax contributions without your consent if it determines this action is necessary for the Plan to pass the nondiscrimination testing requirements under the Internal Revenue Code. The Plan Administrator may also automatically reduce your after-tax contributions during any payroll period if it’s deemed necessary to ensure that you have sufficient pay available to meet any other legally required deductions or

withholdings against your pay. These deductions or withholdings may include taxes, child support or legal garnishments.

3. Catch-Up Contributions

If you’ll be at least age 50 during the calendar year, you may make additional pretax contributions to your account in the form of catch-up contributions, subject to IRS limits. Catch-up contributions aren’t eligible for matching contributions or discretionary matching contributions. You may make catch-up contributions concurrently with pretax and after-tax contributions, or you may wait until you’ve reached your other IRS contribution limits. You must make a separate deferral election for catch-up contributions.

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4. Rollover Contributions

If you’re an active employee and have other retirement accounts, you may be able to roll over those accounts into the Plan. Generally, the Plan accepts cash rollovers from the following sources:

 Pretax and after-tax contributions from plans that qualify under Section 401(a) or 403(a) of the Internal Revenue Code, including lump-sum distributions from the MSI Pension Plan

 Conduit or traditional Individual Retirement Accounts (“IRAs”) or annuities

 Federal thrift plans under Internal Revenue Code Section 7701(j)

 Section 403(b) annuities

 Section 457 governmental plans

To make a rollover contribution, you’ll need to request a Rollover Contribution Form from Your Benefits Resourcesor the Employee Service Center. You must complete this form with the IRA financial

institution or administrator of your former employer’s plan. Once complete, you must return your Rollover Contribution Form and your rollover contribution check to the Employee Service Center. The Plan accepts only checks from the transferor plan or institution as payment for your rollover contributions.

Company Contributions

Employer Matching Contributions

To receive matching contributions, you must make pretax contributions to the Plan. Motorola Solutions matches one dollar ($1.00) for every pretax dollar you contribute (not including catch-up contributions), up to the first 4 percent of your eligible pay. Matching contributions are also subject to IRS limits. Matching contributions will be determined each pay period, based on your pretax contributions (other than catch-up contributions) for that pay period.

Discretionary Matching Contributions

In addition to regular matching contributions, Motorola Solutions may make a discretionary matching contribution for any plan year. The amount of the discretionary matching contribution that you receive, if any, is determined each plan year as a percentage of your elective pretax contributions for that plan year (not including catch-up contributions). Any discretionary matching contribution will be allocated to the 401(k) account early in the next plan year.

To be eligible for a discretionary matching contribution, you must:

 Be employed by Motorola Solutions or an affiliated employer on December 31 of the applicable plan year; or

 Have retired during that plan year at age 55 or older with at least one year of service; or

 Have incurred a severance from service due to death or “Total and Permanent Disability,” meaning that you’re entitled to disability benefits under Title II of the Social Security Act or Motorola Solutions’ Long-Term Disability Benefits.

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How True-Up Contributions Work

At the end of the year, you may not have received the maximum matching contributions you could have received on your pretax contributions, due to the timing of your pretax contributions. If this is the case, Motorola Solutions will make an additional “true-up” contribution to your account if you are eligible. This true-up contribution provides an additional matching contribution to your account to bring you up to the maximum match based on your eligible compensation and total pretax contributions for the year (not including any catch-up contributions). Any true-up contributions are posted to your 401(k) account early in the following year.

 To be eligible for this true-up contribution, you must: Be employed by Motorola Solutions on December 31 of the applicable year; or

 Have retired during that year at age 55 or older with at least one year of service; or

 Have terminated employment during the year because of Total and Permanent Disability or death.

Vesting Requirements

You’re always 100 percent vested in your own contributions to the Plan. However, you need to complete a year of service with Motorola Solutions to be 100 percent vested in your matching and discretionary matching contributions. If you terminate employment before you complete a year of service, you forfeit any matching and discretionary matching contributions (and any investment earnings on those amounts) in your account. These forfeitures are used to offset the cost of company contributions, where applicable, or the cost of administrative expenses related to the Plan.

However, if your employment with Motorola Solutions terminates because you retire on or after your normal retirement date, or in the event of death or Total and Permanent Disability, you’ll immediately become 100 percent vested in your company matching and discretionary matching contributions. If you’re rehired after a break in service of less than five years, your prior forfeited amounts will be restored. However, if you took a distribution of the vested portion of your account, you must repay that distribution to the Plan in order to have the forfeitures restored. If you’re rehired after a break in service of five years or more, your prior forfeited amount will not be restored. (See the section of this SPD entitled “Rules for Those Who Terminate and Return” for more details.)

WHAT QUALIFIES AS A YEAR OF SERVICE AND A BREAK IN SERVICE?

You earn a year of service when you complete 12 months of service with Motorola Solutions, beginning with your hire date. If you terminate employment in the first year of your service with Motorola Solutions, and are later rehired, the Plan will use your new date of hire to determine when you earn a year of service. Credit for service involving acquisitions after May 1, 2000, depends on the specific terms of the acquisition.

A break in service begins on the earlier of (1) the day you leave Motorola Solutions, retire or are discharged, or (2) the first anniversary of any leave of absence, whether paid or unpaid. If your absence is due to pregnancy, birth, the adoption of a child or caring for a child immediately after birth or adoption, your break in service won’t begin before the second anniversary of the leave (unless you leave Motorola Solutions earlier, retire or are discharged).

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Your Compensation Information and Plan Limits

Your Compensation

Your compensation plays a key role in calculating your contributions and includes the following:

 Regular base salary

 Shift differentials

 Overtime

 Lump-sum merit pay

 Pretax contributions you make to any Health Care Flexible Spending Account (“FSA”) or Dependent Care Account (“DCA”), or other pretax contributions to a Section 125 plan or qualified transportation fringe benefit program

 Pretax contributions you make to this Plan

 Any payments from the Annual Incentive Plan, the Sales Incentive Plan or other similar incentive plan Your pay doesn’t include any of the following:

 Other awards

 Individual bonuses

 Any payments you receive from this Plan, or any other Motorola Solutions retirement or health or welfare benefits plan

 Severance or other termination payments

 Moving allowances

 Educational allowances

 Cost-of-living adjustments

 Noncash payments

 Overseas allowances

Plan Limits

The IRS limits the pretax amount you may contribute to your Plan account each year. A separate limit applies to your catch-up contributions. If you’re a highly paid employee, you’re also subject to certain IRS-required tests that may limit the amount you are allowed to contribute to the Plan for a particular year. You’ll be notified if this limit affects you. IRS limits also apply to the amount of company matching contributions that you may receive.

If you contribute to this Plan and another employer’s 401(k) plan, 408(k) simplified employer pension plan or 403(b) annuity contract during the same year, you may need to reduce contributions to your Plan account to prevent you from exceeding the IRS contribution limits for pretax and/or catch-up

contributions. This is because the IRS contribution limits apply collectively to any and all contributions you make during a year. You have until March 1 of the following year to notify your former employer or the Employee Service Center and request a refund of your excess contributions. If you do so, the excess amount, plus any investment earnings or losses, will be issued to you no later than April 15.

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Investing Your Plan Account

You may choose to invest your account in any one (or more) of the available investment fund options. Each account may be invested in 1 percent increments, and you may generally change your investment election or transfer your account balance among the investment funds at any time. If you do not specify how contributions to your account are to be invested, they will be automatically invested in the Plan’s default fund (see “How Your Account Is Invested” for more information).

The table below shows the different investment fund options and each fund’s objective, investment strategy and associated risk.

Fund Objective Investment strategy Risk

Short-Term Investment Fund

Preservation of principal with short-term rate of return

High-grade money market instruments with short maturities

Lowest

Highest Short-Term Bond Fund Current income with limited

growth

Short- and intermediate-term government fixed-income securities

Long-Term Bond Fund Performance similar to the Barclays Capital Aggregate Bond Index

Intermediate- and long-term government, corporate and asset-backed fixed-income securities

Balanced Fund I Long-term growth Domestic stocks, international stocks and fixed-income securities

Balanced Fund II Long-term growth Domestic stocks, international stocks and fixed-income securities

Large Company Equity Fund

Performance similar to the S&P 500® Index

Equity securities of large U.S. companies, representing about 75% by market value of the U.S. equity market, with a median market capitalization of approximately $8 billion Mid-Sized Company Equity

Fund

Performance similar to the S&P Midcap 400®

Equity securities of mid-sized U.S. companies with a median market capitalization of approximately $1 billion to $8 billion

International Equity Fund Performance similar to the MSCI EAFE® Index

Equity securities of non-U.S. companies

Small Company Equity Fund

Performance similar to Russell 2000® Small Stock Index

Equity securities of small U.S. companies with a median market capitalization of approximately $0.3 billion

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Transferring Between Funds

You may change your investment election or transfer your account balance among the investment funds at any time. However, there is currently one fund in the Plan lineup that has a restriction concerning account transfers: If you transfer an amount into the International Equity Fund, a 14-day holding period will occur before you may transfer this amount out of the International Equity Fund and into another investment fund option. This restriction doesn’t apply to monies that are withheld from your paycheck and invested as part of your contribution investment election.

Any changes confirmed before 3 p.m. Central time (or before the close of the New York Stock Exchange (NYSE), if earlier) are normally processed at the end of that day. Any changes confirmed after 3 p.m. Central time (or after the NYSE closes), during the weekend or on a market holiday are processed at the end of the next business day. (See the section of this SPD entitled “Accessing Your Account” for details.)

How Your Account Is Invested

When you or Motorola Solutions contributes to your account, the Plan uses your most recent investment election on file to determine how the contribution is allocated among the Plan’s investment options. If you don’t make an investment election upon joining the Plan, you’ll be automatically enrolled in the Financial Engines® Professional Management Program (the “Program”), and 100 percent of your contributions will be managed by the Program. If you plan to retire within five years and are at least age 50, you may enroll in the Professional Management with Income+ Program (“Income+”). If you participate in the Program, when you turn age 60, you’ll be automatically enrolled in Income+ unless you elect to opt out. To use these services, you’ll be charged a fee, which will be deducted directly from your account. (You can find a description of this fee in “Investing Tools.”)

You may decline participation in the Program and/or Income+ by calling Financial Engines Advisors (“FEA”) at (800) 601-5957. Once you cancel your participation in the Program, you will be responsible for making your own investment choices under the Plan, such as investing your future contributions, making fund transfers and electing auto rebalancing.

The Plan is intended to constitute a plan described in Section 404(c) of ERISA and the accompanying regulations. This means that the Plan Administrator is relieved of liability for any losses that are the result of investment decisions made by you (or on your behalf by FEA), with respect to the investment of your account in any of the Plan’s funds.

Risk and Return

As with any investment, there are no guarantees against losses. Each fund is subject to increases and decreases as the financial markets respond to economic, social and political conditions. At any given time, any contributions made by you and Motorola Solutions may decrease, rather than increase, in value. In general, the “riskier” funds are more likely to have greater gains and losses in the short run. These same funds, however, also have greater potential for a higher positive return over the long term. Keep in mind that all investments involve risk. Even if an investment is categorized as “lower risk,” that investment could incur losses at any time, and these losses may exceed the losses incurred during the same period by an investment categorized as “higher risk.”

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You may view monthly and historical investment returns of the funds offered under the Plan on Your Benefits Resources. (See “Accessing Your Account” for details on how to locate and view this information.)

Investing Tools

There are many resources available to help you manage the investing of your account. Three options are available for you to use directly:

 Financial Engines’ Personal Online Advisor

 The Program (including Income+)

 Aon Hewitt Personal Finance Center This section describes these resources.

Financial Engines’ Personal Online Advisor

Financial Engines’ Personal Online Advisor (the “Online Advisor”) offers you a convenient and easy way to obtain specific investment advice on how to invest your account. This resource gives you specific investment recommendations based on your retirement goals. It takes into account the Plan’s investment fund alternatives and your account balance, plus any outside investment-type information and changes in risk preference you choose to provide.

A quarterly fee of $1.87 for the Online Advisor is automatically deducted from your account on the first business day of the month following the end of each calendar quarter.

To access this tool, log on to Your Benefits Resources and click “Get Advice.” You’ll be directed to the FEA website.

Financial Engines Professional Management Program

When you use the Program, you authorize FEA to directly manage your account under the Plan. Under the Program, FEA automatically implements its investment decisions for your account on your behalf and continues to monitor and update the investment of your account. If you have never made an investment election, you will be automatically enrolled in the Program. In that case, your account will initially be invested in the Balanced Fund I, and then FEA will re-allocate your account.

FEA also manages Income+, which is designed for participants who are nearing retirement. Under Income+, you receive the same professional Program management, but your account is managed to provide for monthly payouts in retirement with steady potential increases. You will be automatically enrolled in Income+ when you turn age 60, unless you opt out.

Once enrolled in the Program, you’ll pay a fee to participate, which is deducted directly from your account. However, you won’t pay any fees if you cancel your participation within 90 days of your automatic enrollment in the Program.

For account balances greater than $5,000, the annual fee for the Program (including Income+, if applicable) equals 0.35 percent of your account balance, up to $100,000. There is no fee for the first $5,000. For example, if your account balance is $10,000, you will receive professional management

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services for less than $2 per month. The annual fee after the initial $100,000 account balance is 0.25 percent for the next $150,000, and for any assets beyond $250,000, it is 0.10 percent.

Once you are signed up for the Program and FEA is authorized to provide investment directions on your behalf, you will not be able to make investment elections directly through Your Benefits Resources or the Employee Service Center. This is also true if you “defaulted” into the Program because you didn’t opt out.

If you participate in the Program and you want to again exercise direct investment control, you may cancel your participation in the Program (and Income+ if applicable) at any time without any penalty. To cancel your participation, call FEA at (800) 601-5957. FEA processes your termination by the next business day, and you regain investment control at that time. You can then direct the investment of your Plan account directly through Your Benefits Resources or by calling the Employee Service Center.

Personal Finance Center

Aon Hewitt’s Personal Finance Center (the “PFC”) provides financial education to help you prepare for your financial future. The PFC is an online personal finance resource that provides information on

retirement, college savings, debt management and how to choose a financial adviser, to name just a few. You’ll find tutorials, articles, videos and other valuable information to help you reach your financial goals. You may also speak with a Personal Finance Specialist to help you with your financial decisions. Contact the PFC at (866) 437-3375, or via email at hfs.pfc@hewitt.com.

The PFC’s services are available to you at no additional charge.

Recordkeeping Fees

As long as you have a balance in your 401(k) account, a monthly recordkeeping fee of $3.59 is charged to your account on the first business day of each month. For more information, refer to the annual fee disclosure notice on Your Benefits Resources.

Loans

Although the primary purpose of the Plan is to save for your retirement, you can also use it to help meet your current financial needs. This section explains what you need to do to take a loan and how the repayment process works.

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How to Take a Loan from Your Account

You can request a loan from your account for any reason. The Plan allows for up to two outstanding loans at one time. To receive a home loan (which you may have additional time to repay), you must submit an executed purchase agreement. Follow the steps below if you’re interested in taking a loan from your account.

Step One: Decide How Much You Would Like to Borrow.

The minimum loan amount you can take is $1,000. You can borrow (including any outstanding loan amounts) up to the lesser of:

 50 percent of your vested account balance, not to exceed $50,000; or

 $50,000, less your highest outstanding loan balance in the preceding 12 months.

Step Two: Request the Loan Online.

To request a loan, visit Your Benefits Resources or call the Employee Service Center. (See the section of this SPD entitled “Accessing Your Account” for more details.)

Step Three: Pay the Processing Fee.

The Plan charges a $50 fee to process each new loan (even if you do not cash the loan check). Your loan will be taken from your account proportionately from each fund in which your account is invested.

Repaying Your Loan

Repayment Period

You may choose a loan repayment period of up to 60 months. If the loan is for purchase (not

rehabilitation) of your primary residence, you may choose a loan repayment period of up to 120 months. You repay your loan via biweekly payroll deductions. These repayments go directly into your account and are invested based on your most recent investment election on file with the Plan.

Paying in Full

If you would like to repay your loan in full, you can do so at any time without penalty by accessing Your Benefits Resources. Alternatively, you can call the Employee Service Center to request an early payoff coupon. You’ll receive an early payoff coupon at your address on record. You must return the coupon along with your check or money order made payable to the Motorola Solutions 401(k) Plan.

Making Payments on Leave

If you go on a leave, you still need to continue making monthly loan repayments. You’ll receive your loan coupons at your address on record. Each coupon must be returned with a check or money order made payable to the Motorola Solutions 401(k) Plan by the deadline indicated on the coupon. You also have the option to make loan repayments by direct debit from your checking or savings account.

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If you miss a payment, the Plan may consider your loan in default. If this is the case, you must report the entire outstanding loan balance as taxable income on your U.S. tax return in the year in which your default occurs. If outstanding loans are not repaid, they will be offset against your account balance before any distributions may be taken.

SERVICE MEMBERS

You may be entitled to have the interest rate on your loan reduced to 6 percent for the time you’re on active duty military leave. There are a number of special requirements. You may wish to speak with a military legal assistance attorney or a member of a service-specific JAG Corps to ensure your eligibility. Your loan must meet all of the following conditions:

1. The loan was taken during a time when you were not on any form of active duty in any branch of the uniformed services.

2. The interest rate on the loan is above 6 percent per year.

3. Being in the uniformed service affects your ability to pay the loan at the regular (pre-service) interest rate, generally because you’re making less money while on active duty than you made as a civilian. 4. You’ve notified the Plan Administrator and provided a copy of the official orders calling you to active military service or further extending your active duty military service; provided, however, when your active military service is terminated or you’re otherwise released from active military service, you must promptly provide a copy of any such termination or release from military service orders to the Plan Administrator.

Paying Interest

Your loan payments will be charged interest at the prime interest rate published by The Wall Street

Journal, plus 1.0 percent. These loan interest rates will adjust automatically as the prime rate changes.

However, the interest rate used for your loan remains fixed for the duration of your loan. The interest that you pay on your loan goes back into your account when you repay your loan.

If You File for Bankruptcy

If you file for bankruptcy and have a loan(s) outstanding from the Plan, loan repayment payroll deductions will continue for the pre-bankruptcy loan(s).

If Your Employment Ends

If your employment with Motorola Solutions ends, you’ll be given 60 days from your date of termination in which to pay off your loan balance or, alternatively, 30 days in which to set up monthly loan repayments by direct debit from your checking or savings account. If you don’t continue repaying your loan, your outstanding loan balance (plus the accrued interest) will automatically be considered taxable income.

Withdrawals

The main goal of the Plan is to help you save for retirement. However, you can also withdraw funds from your account under specific circumstances.

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Types of Withdrawals

Each of the following withdrawals has different requirements, so make sure you know which types of withdrawals you’re eligible to receive. Any withdrawal will be made in accordance with the procedures established by the Plan Administrator.

1. Withdrawals of Rollover Amounts

You may withdraw all or a portion of your account attributable to your rollover contributions at any time. The minimum withdrawal amount is $200. You may not receive more than one rollover withdrawal in any six-month period.

2. Withdrawals of After-Tax Contributions

You may elect to withdraw all or any portion of your account attributable to your after-tax contributions. You may not take more than one after-tax withdrawal in any six-month period. Like withdrawals of rollover amounts, the minimum amount you may take is $200.

Keep in mind that any after-tax withdrawal must include associated earnings that are being withdrawn. Your entire withdrawal request will be taken from your after-tax account; however, the Plan calculates associated earnings based on your entire Plan balance in relation to after-tax contributions. As a result, an after-tax contribution withdrawal will be partially subject to income tax and may also be subject to early withdrawal penalties. (See the section of this SPD entitled “How to Request a Withdrawal.”) It’s

important that you understand the tax implications before requesting a withdrawal of your after-tax contributions, so make sure you consult with your tax adviser.

3. Hardship Withdrawals

The Plan lets you withdraw your own contributions from your account to meet an unforeseen immediate and heavy financial need. Before requesting a hardship withdrawal, you must first withdraw all of your after-tax contributions and earnings, if any. You may take only one hardship withdrawal in any calendar year, and the minimum hardship withdrawal amount is $1,000. You may not withdraw more than the amount that will meet your financial need. You also can’t roll over a hardship withdrawal to another plan or IRA.

Before you withdraw funds from your account, the IRS requires you to meet specific conditions of financial hardship. You must be able to demonstrate that you’re unable to meet the financial need by using other resources reasonably available to you. (This may include a loan from the Plan, a credit union or a bank.) You cannot take a hardship withdrawal to alleviate credit card debt or to meet everyday living expenses.

You may only take a hardship withdrawal to do any of the following:

 Pay expenses directly related to the purchase of your principal residence (excluding mortgage payments)

 Prevent eviction from or mortgage foreclosure on your principal residence

 Pay medical expenses for you, your spouse or your dependents

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 Pay tuition, related educational fees, and room and board for 12 months of postsecondary education for you, your spouse, your children or your dependents

 Pay expenses to repair damage to your principal residence (damage must qualify for the casualty deduction under Internal Revenue Code Section 165, which is determined without regard to any adjusted gross income limitation)

 Pay other unusual expenses creating a financial hardship that can’t be paid from any other source

4. In-Service Withdrawals After Age 59½

If you’re age 59½ or older, you may withdraw all or a portion of your account attributable to your

contributions (pretax, after-tax, catch-up or rollover). Employer contributions made by Motorola Solutions aren’t available for in-service withdrawals before age 70½. You may not make more than one age 59½ withdrawal in any six-month period. The minimum withdrawal you may take is $200.

5. In-Service Withdrawals After Age 70½

If you’re age 70½ or older, you may withdraw all or a portion of your account attributable to your contributions and company contributions. You may not take more than one age 70½ withdrawal in any six-month period. The minimum withdrawal you may take is $200 (or the remaining balance in your account, if less).

6. Withdrawals While on Active Military Duty

If you’re on active military duty for more than 30 days, you may withdraw all or any portion of your pretax, after-tax or catch-up contributions. You may not make any pretax, after-tax or catch-up contributions for six months after taking such a withdrawal.

7. In-Service Withdrawals for Employees of Certain Acquired Companies

If you came to Motorola Solutions through an acquisition, you may be able to make additional in-service withdrawals from the portion of your account that was transferred to the Plan from a former company’s 401(k) plan. Contact the Employee Service Center if you have any questions about the types of withdrawals available to you.

You may withdraw the portion of your account that’s attributable to employer matching contributions made to your former company’s 401(k) plan after age 59½ if you’re a former employee of any of the following:

 General Instrument Corporation

 Software Corporation of America

 Philips Consumer Communications L.P. (“PCC”)

 Winphoria Networks, Inc.

 NextLevel Communications, Inc.

 Ucentric Holdings, Inc.

 Force Computers, Inc.

 Psion PLC

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In addition, the following provisions may apply:

 If you’re a former PCC Plan participant and you have 60 or more months of participation

(cumulatively, under both the Plan and the PCC Plan), you may withdraw the portion of your account that’s attributable to matching contributions rolled over from the Philips Electronics North America Corporation Employee Savings Plan. You may make this withdrawal at any age (note that early withdrawal penalties may apply).

 If you’re a former PCC, Force, Winphoria or Ucentric employee, you may withdraw the portion of your account that’s attributable to after-tax contributions from such prior employer plan at any time.

 If you’re a former Crisnet employee and you become disabled as defined in the Crisnet 401(k) Plan, you may withdraw the portion of your account that’s attributable to your account under the Crisnet Plan.

 If you’re a former Psion employee, you may withdraw the portion of your account that’s attributable to the former Psion Plan company contributions, adjusted for earnings and losses, at any time after you attain age 59½.

How to Request a Withdrawal

To request a withdrawal, visit Your Benefits Resources or call the Employee Service Center. See the section of this SPD entitled “Accessing Your Account” for more details. Additionally, if you’re requesting a hardship withdrawal, you must complete a Hardship Withdrawal Application and provide the requested documents outlined in the application. Any withdrawal you make from the Plan makes you liable for payment of U.S. income taxes. A 10 percent penalty may also apply to withdrawals made before you turn age 59½.

Receiving Your Distribution

You may receive your distribution from the Plan after you terminate employment with Motorola Solutions. A leave of absence does not qualify you to receive a distribution.

How to Receive Your Distribution

Step One: Determine Your Vested Account Balance.

Your account balance is valued as of the close of the market each day. When determining the value of your account, the Plan includes any rollover contributions you may have made.

If Your Vested Account Balance Is $1,000 or Less

If the vested value of your 401(k) account is $1,000 or less when you leave Motorola Solutions, you’ll automatically receive the distribution of your account as a lump sum within 60 days of your last day worked. Alternatively, you may roll it over to a traditional or Roth IRA or another eligible plan. If you want to roll over your distribution, you must submit this request via Your Benefits Resources or the Employee Service Center.

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If Your Vested Account Balance Is More Than $1,000

If the vested value of your 401(k) account is more than $1,000 but less than or equal to $5,000 when you leave employment with Motorola Solutions, you can leave your money in the Plan or receive a lump sum distribution. If the vested value of your 401(k) account is more than $5,000 you can select from any of the payment options described in the following section.

Step Two: Review Your Payment Options for Amounts over $5,000.

Option When you may elect this option Description Lump sum You may choose this option

regardless of when your employment ends.

Single payment of vested account balance. This option is automatic unless you choose another payment option.

Direct rollover You may choose this option regardless of when your employment ends.

Transfer by the Plan of all or a portion of your account to another qualified 401(k) or 403(a) employer plan, traditional or Roth IRA, Section 403(b) annuity, or Section 457 governmental plan.

Partial distribution* You may choose this option regardless of when your employment ends.

A single payment of part of your account, but at least $5,000. No more than one partial distribution may be made in any three-month period.

Installments* You may choose this option if you were hired before 1996 and your employment ends because you retire at age 55 or older.

Payments made once a year, during a certain number of years, not to exceed your life expectancy. Upon your death, your beneficiary receives the remainder of your account in one lump-sum payment.

Income+ distribution* If you are an Income+ participant, you may choose this option

regardless of why your employment ends. You must be at least age 55.

Monthly payments of part of your account regardless of amount, intended to be paid over your lifetime. You may elect a lump sum of all or a portion of your remaining account balance at any time. Reduced monthly payments apply when a partial lump-sum payment is taken.

*The balance of your account (after each payment) remains invested in the funds you’ve elected. If you participate in the Program or Income+, the balance of your account (after each payment) remains invested as per FEA. You continue to have the same investment options as active employees, and investment returns may increase or decrease the amount of your future payments.

You may also receive your distribution in various combinations of the above options, to the extent that you’re eligible.

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Step Three: Request a Payment Option.

To receive a payment from your account with a vested balance of more than $1,000, you’ll need to request a distribution. To do so, you can access Your Benefits Resources or call the Employee Service Center. A representative can help you if you want to roll over your distribution.

If you don’t request a payment option and your account is greater than $1,000, the Plan will hold your vested account balance until you request a payment option. However, if you terminate employment with Motorola Solutions and reach age 70½, the Plan (and the law) requires that you begin receiving your distribution by April 1 of the following year. This is known as a “required minimum distribution.” You have the same payment options as described above.

Your Survivor Benefits

If you die, the Plan pays your entire vested account balance (less any outstanding loans) to your designated beneficiary(ies). If you’re married, the Plan pays your vested account balance to your

surviving spouse, unless you designated another beneficiary and your spouse provided written, notarized consent to that designation.

If the Plan doesn’t have a beneficiary designation on file, or your designation is invalid (for example, you did not complete a new designation after you got married), the Plan pays your vested account balance to your:

 Surviving spouse; or if none, then

 Children (in equal shares if more than one); or if none, then

 Parents (in equal shares if both parents survive you); or if none, then

 Estate.

If you’re married to a same-sex spouse, your marriage isn’t recognized for Plan purposes if you were married in a jurisdiction that didn’t recognize same-sex marriage at the time of your marriage. To ensure that the Plan pays your vested benefit to your same-sex spouse, be sure to designate him or her as your beneficiary.

If your surviving spouse receives your vested account balance, he or she may elect to receive it in a couple of ways. Your surviving spouse may request a lump sum or a direct rollover, at any time before December 31 of the year in which you would have reached age 70½. A nonspouse beneficiary may receive your vested account balance in the form of an immediate lump-sum distribution, or he or she may defer the distribution until no later than December 31 of the fifth year after your death. While your account balance remains in the Plan, your spouse or other beneficiary is entitled to direct the investment of your account, as described in “Investing Your Plan Account.”

If your account balance is $1,000 or less at the time of your death (including any rollover contribution amounts), the Plan will distribute your account balance to your beneficiary in the form of a lump-sum payment at the end of the month following the month in which the Plan learns of your death.

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Tax Information

Your Savings on Pretax Contributions

Any pretax contributions you make to the Plan aren’t included as part of your current earnings. Therefore, these contributions aren’t subject to federal or state (depending on where you live) income taxes until you receive a distribution from the Plan.

Your After-Tax Savings

When you invest after-tax amounts outside of the Plan, you’re required to recognize gains and losses as you sell those investments and invest in new funds. However, when you invest after-tax amounts within the Plan, you defer taxes on earnings from your after-tax contributions until you take a distribution from the Plan.

Keeping Your Records and Beneficiary Designation Current

It’s very important that you keep your Human Resources records up to date. Your current mailing address and beneficiary designation need to be on file in case the Plan needs to send you or your beneficiary information about changes to the Plan or a distribution. To update your personal address, sign in to Employee Self-Service at my.mot-solutions.com/myhr.

Returning from a Military Service Leave of Absence

Special rules apply to you if you return to work at Motorola Solutions in a timely fashion following a qualifying military service leave. For example, you may be able to make up pretax contributions that you were not able to make during your leave, and receive associated matching contributions. If you think these provisions may apply to you, contact the Benefits Service Center for more information.

Rules for Those Who Terminate and Return

If you leave employment with Motorola Solutions and later return, you’ll be immediately eligible to participate in the Plan and make pretax contributions upon your return. If you were a Plan participant eligible for employer contributions by Motorola Solutions when your employment ended and if you forfeited those contributions when you left Motorola Solutions, the Plan will restore your forfeitures if you meet all three of the following criteria:

 You were not 100 percent vested when you left Motorola Solutions;

 If you received your vested account balance when you left, you repaid the amount of your distribution to the Plan in a timely fashion after your re-employment; and

 You were rehired before you had a break in service of at least five consecutive years.

Qualified Domestic Relations Order (QDRO)

A Qualified Domestic Relations Order (“QDRO”) is a court order, judgment or decree in connection with alimony, marital property rights or child support requirements that complies with ERISA, the Internal Revenue Code and the Plan’s QDRO procedures. The Plan will make payments to the alternate payee (for example, your spouse, former spouse, child or other dependent) as specified in the QDRO.

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The Plan must determine whether a court order (or a proposed court order) is a QDRO. The cost to determine whether an order is a QDRO will be deducted from the participant’s account in accordance with the Plan’s QDRO procedures. The fee for the QDRO review is currently $350. Costs will be charged to the participant unless the QDRO provides a different allocation method. (Note that if the process is not completed, the cost will still be charged directly to the participant.) Note that fees may change without advance notice.

You can get more information at Aon Hewitt’s Qualified Order Center website at www.qocenter.com. You can obtain procedures and model language for a QDRO, check on the status of an existing order or get answers to frequently asked questions. You can also call the Employee Service Center or email

qocenter@hewitt.com.

Accessing Your Account

You have two ways to access your account — by phone or online. Aon Hewitt, the recordkeeper for the Plan, monitors both Your Benefits Resources and the Employee Service Center. This section explains how to locate your account information and other ways you can use these resources.

1. Online Access: Your Benefits Resources (YBR)

You can manage your account online 24 hours a day via Your Benefits Resources. This easy-to-use site contains your balance and Plan information.

2. By Phone: The Employee Service Center

You have access to Employee Service Center representatives who can answer your questions and help you perform transactions.

When you call the Employee Service Center, you’ll use the same password you use on Your Benefits Resources. If you don’t know this password, you can reset it by calling the Employee Service Center and following the step-by-step directions. (You may only use numbers for your password — no letters.) The Employee Service Center is available for balance and password information 24 hours, Monday through Saturday, and after noon Central time on Sundays. Representatives are available to help you with transactions Monday through Friday, 7 a.m. to 5 p.m. Central time.

Other Features of Your Benefits Resources

Here’s what else you can do with Your Benefits Resources:

 Check your account balance

 Change how you invest your account

 Designate a beneficiary(ies)

 Transfer your existing account balance between funds or rebalance your entire account

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 Manage your contributions:

– Confirm or change your pretax contribution percentage and your investment elections

– Determine your outstanding loan balances, payment amounts and loan interest rate

 Manage your loans:

– Request a loan from your account

– If you are disabled or on an unpaid leave of absence, request loan payment coupons or set up direct debit from your checking or savings account

– If you’re terminated, set up monthly loan repayments

 Perform loan modeling

 Manage your withdrawals:

– Determine your amount available for withdrawal

– Learn about the funds and each fund’s performance

Your Benefits Resources also lets you create benefit projection scenarios, provided you aren’t in payment status.

General Administration

Receiving Your 401(k) Benefits

Your 401(k) benefits may be distributed by visiting Your Benefits Resources or calling the Employee Service Center at (800) 585-5100 (outside the U.S., call +1 (646) 254-3472) to initiate payment. Or, you can send your claim to Motorola Solutions Employee Service Center, P.O. Box 785081, Orlando, FL 32878-5081.

Denied Benefits Requests and the Appeals Process

If you apply for a specific benefit and are denied, you may submit a claim to the Employee Service Center. Your claim must be in writing.

If Your Benefits Claim Is Denied

If your claim for benefits is denied, you’ll receive a written notice explaining this denial within 90 days. The notice will contain the following information:

 The specific reasons for the denial

 The specific Plan provisions upon which the denial is based

 A description of any additional material or information you’ll need to perfect the claim for benefits, as well as an explanation of why those materials are necessary

 An explanation of how to appeal the denial, including a statement of your right to bring a civil action under Section 502(a) of ERISA following an adverse benefit determination on final review

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You have the right to request and receive reasonable access to and copies of relevant documents, records and other information that are in the possession of either Motorola Solutions or the Plan Administrator. You’re entitled to receive these documents free of charge. Relevant documents, records and other information are those that:

 Were relied upon in making the benefit determination;

 Were submitted, considered or generated in the course of making the benefit determination; or

 Demonstrate compliance with the Plan’s administrative processes or safeguards and with your right to appeal. Motorola Solutions wants to be sure that you and your beneficiaries receive the full benefits that you and they are eligible to receive under the Plan.

If an initial claim for benefits under the Plan is denied, in whole or in part, you may request a review of the denial. Your request for review must be in writing, and it should contain the reasons why you believe you’re entitled to benefits, as well as any additional information or documentation to support your claim.

Request for Review

The Motorola Solutions 401(k) Plan Committee will consider your request for review and notify you in writing of its decision within 60 days of receiving your request. If, because of special circumstances, the Committee can’t make a decision within the initial review period, the review period may be extended for up to an additional 60 days. If an extension is necessary, you’ll be notified of that necessity before the end of the initial review period.

You’ll receive a final decision about your appeal in writing. This decision will give you the specific reasons for the decision and also provide you with the corresponding Plan provision(s). Except as required by law, the decisions are final and binding on all parties. You or your covered dependents must exhaust all of the internal administrative remedies described above before bringing an action in court for Plan benefits under Section 502(a) of ERISA. Any action against the Plan must be brought within 12 months of the appeal denial.

How a Leave of Absence Affects Your Plan Coverage

Your pretax contributions stop when you go on an unpaid leave of absence. However, you generally can’t receive a distribution until after your termination of employment. Your loan and withdrawal rights continue while on leave of absence. If you’re on an unpaid leave, you must repay loans using coupons requested through Your Benefits Resources or by calling the Employee Service Center. You also have the option of repaying your loan by cashier’s checks, money orders, or direct debit from your checking or savings account.

Administrative Information

No Alienation, Sale or Assignment

To the extent permitted by law, and except as specified under the terms of the Plan, no benefits will be subject to alienation, sale, transfer, assignment, garnishment, execution or encumbrance of any kind. Any attempt to do so will be void. However, the benefits under this Plan may be subject to a QDRO or a federal tax levy. If you would like a copy of the Plan’s QDRO procedures, you may request it, in writing, from the Plan Administrator.

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Recovery of Payments Made by Mistake

If you receive any benefits or portion of benefits by mistake of fact or law, you are required to return these to the Plan.

No Contract of Employment

Your participation in the Plan isn’t a guarantee of your continued employment with Motorola Solutions. Nothing in the Plan or in this SPD confers any right of continued employment to any employee.

Severability

If a court of competent jurisdiction finds, holds or deems any Plan provision described in this information to be void, unlawful or unenforceable under any applicable statute or other controlling law, the remainder of the Plan shall continue in full force and effect.

Statement of ERISA Rights

As a Plan participant, you’re entitled to certain rights and protections under ERISA. ERISA provides that you’re entitled to:

Receive Information About Your Plan and Benefits

 Examine without charge, at Motorola Solutions, 1303 East Algonquin Road, Schaumburg, IL 60196, all Plan documents and copies of all documents 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 copies of documents governing the operation of the Plan and copies of the latest annual report (Form 5500 Series) and updated SPD upon written request to the Plan Administrator. The Plan Administrator may make a reasonable charge for the copies.

 Receive summaries of the Plan’s annual financial reports. These summaries are prepared and distributed to Plan participants each year. The Plan Administrator is required by law to furnish each participant a copy of the Summary Annual Report.

Prudent Actions by Plan Fiduciaries

In addition to creating rights for Plan participants, ERISA imposes duties upon the people who are

responsible for the operation of the Plan. The people who operate the Plan, called fiduciaries, have a duty to do so prudently and in the interest of you and other Plan participants and beneficiaries.

No one, including your employer or any other person, may discharge you or otherwise discriminate against you in any way to prevent you from obtaining a benefit or exercising your rights under ERISA.

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Enforce Your Rights

If your claim for a benefit is denied, in whole or in part, you must receive a written explanation of the reasons for the denial. You have the right to know why this was done, to obtain copies of documents related 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 the above rights. For instance, if you request materials about the Plan and don’t 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 Plan Administrator. If you have a claim for benefits that’s denied or ignored, in whole or in part, you may file suit in a state or federal court within 12 months after you’ve exhausted the Plan’s claims procedures. In addition, if you disagree with the Plan’s decision or lack thereof concerning the qualified status of a Domestic Relations Order, you may file suit in federal court after you’ve exhausted the Plan’s claims procedures. If it should happen that Plan fiduciaries misuse the Plan’s money or if you’re 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’re successful, the court may order the person you’ve sued to pay these costs and fees. If you lose, the court may order you to pay these costs and fees if, for example, it finds your claim is frivolous.

Assistance with Your Questions

For general questions regarding the Plan, contact the Employee Service Center. 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, 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 NW, Washington, DC 20210. You can also obtain certain publications about your rights and responsibilities under ERISA by calling the publications hotline of the Employee Benefits Security Administration Plan.

Plan Administration

The Plan Administrator has the sole and complete discretionary authority to determine eligibility for Plan benefits and to construe the terms of the Plan. This includes making any factual determinations. The Plan Administrator will have the discretionary authority to grant or deny benefits under the Plan. These Plan benefits will be paid only if the Plan Administrator decides that the applicant is entitled to receive them. The Plan Administrator’s decisions will be final and conclusive with respect to all questions related to the Plan.

The Plan Administrator may delegate responsibilities for performing certain duties under the terms of the Plan to others. The Plan Administrator may also seek such expert advice deemed reasonably necessary with respect to the Plan. The Plan Administrator will be entitled to rely upon the information and advice furnished by such delegates and experts, unless it actually knows such information and advice to be inaccurate or unlawful. In addition, the Plan Administrator may adopt uniform rules for the administration of the Plan from time to time, as is deemed necessary or appropriate.

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Amendment and Termination of the Plan

Motorola Solutions reserves the sole discretionary right to modify, amend or terminate the Plan, in any respect, at any time and from time to time, retroactively or otherwise.

If the Plan is modified, amended or terminated, you’ll be notified about how your Plan benefits will change. However, the modification, amendment or termination may be effective before you receive any notification. Motorola Solutions doesn’t need the consent of any employee or any other person in order to modify, amend or terminate the Plan as described in this SPD.

No amendment of the Plan can divest any participant of his or her accrued benefit under the Plan, except in accordance with the terms of the Plan. If the Plan is terminated, benefits will be paid for vested benefits as of the date of Plan termination.

Representations Contrary to the Plan

No employee, director or officer of Motorola Solutions has the authority to alter, vary or modify the terms of the Plan, except by means of a duly authorized written amendment to the Plan. No verbal or written representations contrary to the terms of the Plan are binding upon the Plan, the Plan Administrator or Motorola Solutions.

Applicable Law

The Plan described here is governed and construed in accordance with the laws of the State of Illinois to the extent not preempted by the laws of the U.S.

Information about the Plan

Plan name Motorola Solutions 401(k) Plan

Plan type Defined contribution plan

Plan number 001

Plan year-end December 31

Plan sponsor/EIN Motorola Solutions, Inc. 1303 East Algonquin Road Schaumburg, IL 60196 1+ (847) 576-5000

Employer Identification Number: 36-1115800

Plan administrator Motorola Solutions 401(k) Plan Committee

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Funding/claims administration Assets of the Plan are held in trust by: The Northern Trust Company

50 South LaSalle Street Chicago, IL 60690

The Plan Administrator has engaged Aon Hewitt as a third-party administrator.

Summary date This SPD describes the Plan as of January 1, 2015.

Contact Information

Telephone numberEmail, web and mailing address Plan Administrator: Aon

Hewitt

Motorola Solutions Employee Service Center

Telephone:

(800) 585-5100

Outside U.S.:

+1 (646) 254-3472

Your Benefits Resources (YBR) Current employees:

my.mot-solutions.com/go/ybr

(Use your core ID and web applications password.)

Former employees:

(Use your unique user ID and password for Your Benefits Resources.)

 File a claim Motorola Solutions Employee Service Center P.O. Box 785081

Orlando, FL 32878-5081

 Claim denial — requests for review and appeals

Claim and Appeals Management P.O. Box 1407

Lincolnshire, IL 60069-1407

Financial Engines

 Personal Online Advisor

 Professional Management and Professional

Management with Income+ Programs

Telephone:

(800) 601-5957

Website:

click “Get Advice”

Personal Finance Center Telephone:

(866) 437-3375

Email:hfs.pfc@hewitt.com

Power of Attorney Fax:

+1 (847) 554-1269

Send POA documents for review to:

Aon Hewitt

Motorola Solutions POA Review Team P.O. Box 1432

Lincolnshire, IL 60069-1432

Qualified Domestic Relations Order Center

Website:www.qocenter.com

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U.S. 401(k) SPD effective January 1, 2015.

Motorola Solutions, Inc.

1303 East Algonquin Road Schaumburg, IL 60196 U.S.A. (847) 576-5000

www.motorolasolutions.com

Equal Opportunity/Affirmative Action Employer

MOTOROLA, MOTO, MOTOROLA SOLUTIONS and the Stylized M logo are trademarks or registered trademarks of Motorola Trademark Holdings, LLC and are used under license. All other trademarks are the property of their respective owners.

Your Benefits Resources™ is a trademark of Hewitt Associates LLC. Financial Engines® is a registered trademark of Financial Engines, Inc.

Your 401(k) Summary Plan Description