Benefits Summary Guide

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1 Benefits Summary

Guide

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As you review the following information, if you have any questions, do not hesitate to contact the Benefits

Solutions Group at 866-580-7421.

Welcome. At Jones Lang LaSalle, your personal and financial health is important to us. We continue to offer a variety of benefit options to support the needs of you and your family because we value your future at JLL.

This document focuses on the important benefit decisions you must make related to your health and well-being. Please be sure to visit the My Total Rewards website at http://www.jll.com/mytotalrewards to review other investments JLL has made in you – like our 401k plan, company-sponsored discount programs, paid time off, learning and development, and so much more.

You know the needs of you and your family the best–and what the coming year may look like for all of you. So, to make the best choices for everyone and to ensure that you take advantage of the various coverage options we provide and the new tools that help you make election decisions.

Important: To receive Jones Lang LaSalle benefits in 2014, you must take action To empower you to make the best choices for you and your family and to take advantages of the new tools, resources and benefit, you must either enroll in a benefits plan or waive coverage in 2014. If you do not act, you will be defaulted to “no coverage”.

Welcome

2014 Jones Lang

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On January 1, 2014, a key component of the health reform law will take effect: Everyone in the U.S. (with a few exceptions) will be required to have health insurance.

Jones Lang LaSalle will continue to offer health insurance for eligible employees. This coverage meets all of the health reform law requirements to satisfy your individual mandate under the reform law. We are pleased to continue offering this benefit as a valuable part of your total rewards at JLL.

In 2014, you will also have other options to purchase health insurance, but because we offer you coverage that satisfies all the health reform requirements, you will not qualify for any federal assistance to purchase an individual or family policy on the open market. These other options include:

Public health insurance marketplaces/exchanges

You can shop for coverage in an online public health insurance marketplace/exchange and compare available policies based on price, benefits and quality. Each state is required tohave an online public marketplace available for health insurance coverage in 2014 (if a state does not establish one, the federal government will operate an exchange for the state’s residents). Because JLL offers you coverage that satisfies all requirements under the health reform law, you–and your dependents–will not qualify for federal financial assistance (premium tax credits) for any coverage you purchase on the public exchange. Private marketplaces/exchanges

A variety of private exchanges will serve as marketplaces where you can compare health plans and buy coverage. For example, an insurance company might create a private exchange that serves some of the same functions as a public exchange, but cannot offer federal financial assistance to individuals purchasing coverage. In addition, some health insurance companies are opening retail stores where you can shop for a policy, check on claims and get one-on-one health education coaching

Health insurers and brokers

Health insurance companies will sell plans directly to you through their own websites and call centers. You can shop for yourself through the exchanges, or you can enlist the assistance of an insurance agent or broker.

Note: If you decide to purchase health care insurance through the marketplace/exchange, you will not be allowed to take advantage of the Benefits Solutions Group or the Personal Advocate Program to help resolve your claims issues.

Visit HealthCare.gov to learn more.

Important

Health Reform

PPO Standard Plan will be eliminated in 2015

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Choosing the right benefits plan for you and your family is important–and it can be tricky too. That’s why you’ll want to talk with ALEX, your personal benefits assistant.

We know what you’re thinking—who’s ALEX and what does he have to do with my benefits? ALEX is the host of a highly interactive online conversation that guides you through the process of selecting your benefits. It provides a simple, fun and quick way to help you pick the best benefit plans for you and your family.

The best thing about ALEX? He’s funny, doesn’t speak insurance-talk—and is available to help you figure out which JLL benefits plans will best serve your needs (anonymously, of course).

Even better, ALEX can be accessed anytime and anywhere as long as there is an internet connection (including at home by your spouse or domestic partner).

Visit http://www.alexforwindigonext.com/ to watch a brief demo.

Click here or go to www.alexforjoneslanglasalle.com/2014 and get started with using ALEX today! Need help picking the best benefits plan for you and your family? Try ALEX®_{, your} personal benefits assistant

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Part of choice is your decision to choose to act on things that will save on your healthcare costs. How many of the below actions are you willing to do to put some extra money in your pocket?

 Wellness Pledge

Agree to take a Health Assessment and not smoke, or complete a free stop smoking program and receive a significant premium reduction.

 Cover your spouse or domestic partner on his/her employer’s medical plan

If you decide to cover a spouse or domestic partner on a JLL medical plan, and he or she is able to receive medical coverage from his/her employer, you will be charged a $100 per month fee in addition to the additional cost of the medical plan election that you make.

 Choose the right medical option for you and your family

Make sure you choose the best option based on premium, plan benefits, expected claims, availability of a company HSA contribution and comfort level with paying for unexpected claims. Take advantage of ALEX, a new online tool to help you pick the best plan for you and your family.

 Preventive exams

Identifying and treating/eliminating health risks before they turn into large claims can save you money. Make sure to get regular preventive care exams paid at 100 percent by Jones Lang LaSalle (in-network only).

 Biometric screenings

Obtaining your biometrics qualifies you for Health Reward dollars and helps you avoid potential future and costly claims.  Health and Wellness Coaching

Take advantage of free personal wellness and health coaching to help manage a health risk or medical condition.  Use network and premium providers (UnitedHealthCare only)

Staying in-network gets you better benefit coverage. Using premium providers can save you even more money.  Health Rewards

Earn up to $625 for yourself and $625 for your spouse/domestic partner—a great way to earn back a percentage of your premium. Additional dollars can be earned for cancer screening and diabetes management, where applicable. The Kaiser Permanente program differs from the UHC program. See the Kaiser Permanente Health Rewards section in the open enrollment guide for more details.

 Health Savings Account (HSA)

Elect Plus or Basic coverage and receive a $600 (single) or $1,200 (plus one or family) annual company contribution. Tax savings and money are available towards current and future expenses.

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Eligibility

All Employees

You are eligible to participate in the Jones Lang LaSalle employee benefit plans if: • You are an employee of Jones Lang LaSalle who works at least 30 hours per week.

• You are not covered by a collective bargaining agreement that provides alternative coverage. • You are not hired as a temporary employee.

• You work between 20 – 29 hours per week as a Hawaii employee. (Medical Only)

Please note:

• Independent Contractors should refer to the Benefits Open Enrollment Guide for Independent Contractors on the Total Rewards website at http://www.jll.com/mytotalrewards.

Dependents

Eligible dependents include:

• Your spouse or domestic partner. Please refer to Dependent Affidavit for eligibility criteria surrounding domestic partners.

• Your children who are less than 26 years old.

• Disabled dependents. Disabled dependents must be certified while covered under the medical plan for continuation of coverage.

If you enroll a new dependent who is not currently enrolled, you are required to provide documentation within 45 days after enrolling in the benefits plans.

It is your responsibility to compile the required documentation and send it to the Benefits Solutions Group. If you do not provide the required documentation within 45 days, your dependent coverage terminates. Employees can fax, upload online or mail documents to the following:

Online Upload: http://www.jll.com/mytotalrewards

Secure Fax: 877-965-9555

Mail:

Dependent Verification Center PO Box 1401

Lincolnshire, IL 60069-1401

My Total Rewards: About You. For You

See the Total Rewards website at http://www.jll.com/mytotalrewards for more information about dependent eligibility, family status changes and to learn when coverage begins and ends.

Note:

Make your elections carefully. Unless you experience an IRS-qualified status change, you cannot change your elections until the Open Enrollment period for 2015 benefits. If you experience an IRS-qualified status change during the year, you must notify the Benefits Solutions Group within 31days after the event has occurred.

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Preparing for Enrollment: what you should be thinking about before you enroll

At JLL, we strive to provide quality benefits, resources and programs that meet the full range of our employees’ needs–from preventive care to well-being to condition-related care–many of which are dealt with in the health plans. So it’s important to look beyond your deductibles, and consider the coverage that will help you achieve your health goals as well as meet your health care needs year-round.

Prepare to Enroll

 Evaluate all the options to assure the right plan for you. Use ALEX to help you decide by going to http://www.alexforjoneslanglasalle.com/2014.

 Listen to available podcasts and videos on the Total Rewards site.

 Log onto http://www.jll.com/mytotalrewards. Select the enrollment option under your recommended actions and go through the seven steps of the enrollment flow.  Enroll your spouse/domestic partner or child under another employer’s medical plan to

potentially save money.

 Agree to the Wellness Pledge and determine if you meet the requirements for 2014. Important: You must enroll in a medical plan or waive your coverage for 2014.

Ready to

enroll

Enrolling has never been easier!

When you’re ready to enroll, it’s simple and convenient to make your benefit elections at http://www.jll.com/mytotalrewards, your source for complete, personalized

information about your coverage options and costs.

Log on to review your existing coverage, see your 2014 monthly costs, and use ALEX, your personal benefits assistant, to help you find the best health care plan for you and your family. Then, when you’re ready, you can enroll online or by phone.

Don’t have easy access to a computer?

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Section for U.S. employees participating

in the UnitedHealthCare Plan

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Medical

Your health matters. Staying well and feeling good enhances your quality of life, not just for you, but also for the important people in your life. Jones Lang LaSalle understands that access to quality, affordable healthcare is a key to staying well or getting healthy if you suffer from an acute illness or chronic condition.

Jones Lang LaSalle is committed to your health and well-being and to our philosophy of employees managing their health. We demonstrate our commitment by providing multiple choices in medical plan options designed to meet your needs and the needs of your family. Please refer to the following medical comparison charts for the plan options available in your state as your options may differ.

How the Medical Plans Work

The PPO plans use a network of preferred providers who agree to provide health care services to plan members at discounted fees. With the PPO plans, you may receive care from any provider you wish, but you receive the highest level of benefit when you visit a provider that is part of the UnitedHealthcare network.

Remember, if you choose to go out-of-network, you will pay more. With these plans, you never need a referral from a primary care

physician to visit a specialist. The firm offers three options:

Traditional PPO

• The PPO Standard Plan (no Health Savings Account)

Due to provisions of the Affordable Care Act driving market changes, this is the last year you will be able to enroll in the Standard plan. That makes this year a great opportunity to switch now to a plan with a Health Savings Account to start saving this year for future medical expenses and receive the triple tax savings.

Account-based PPOs

• The PPO Plus Plan (includes Health Savings Account) • The PPO Basic Plan (includes Health Savings Account)

What is a Health Savings Account?

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Summary of UnitedHealthCare (UHC) program features

PPO Standard PPO Plus PPO Basic

Feature In-Network Out-of-Network In-Network Out-of-Network In-Network Out-of-Network Who provides care Network doctor or

hospital Network doctor or hospital Network doctor or hospital Network doctor or hospital Network doctor or hospital Network doctor or hospital

Preventive Care • Routine physical exam • Well-child care • Well-woman exam • Immunizations • Screenings 100% without having to meet deductible 60% of allowable amount without having to meet deductible 100% without having to meet deductible 60% of allowable amount without having to meet deductible 100% without having to meet deductible 50% of allowable amount without having to meet deductible Annual Deductible • You only • You +1 • You + 2 or more $500 $1,000 $1,250 $1,250 $2,500 $3,125 $1,250 $2,500 $3,125 $3,125 $6,250 $7,800 $2,700 $5,400 $6,750 $5,400 $10,800 $13,500 Coinsurance (Company pays) 80% 60% of allowable

amount after deductible 80% 60% of allowable amount after deductible 70% 50% of allowable amount after deductible Annual Out-of-Pocket Maximum Individual OOP Max based off EE OOP No Individual OOP Max No Individual OOP Max • You only • You +1 • You + 2 or more $2,200 $4,400 $5,500 $5,500 $11,000 $13,750 $3,000 $6,000 $7,500 $7,500 $15,000 $20,000 $5,000 $10,000 $12,000 $10,000 $20,000 $24,000 HSA Company Contribution (Company

pays) • You only • You +1 • You + 2 or more

N/A N/A Company contributions are prorated: $600

$1,200 $1,200

Company contributions are prorated: $600

$1,200 $1,200 Office Visit 80% after

deductible 60% of allowable amount after deductible

80% after

70% after

deductible 50% of allowable amount after deductible Medical Necessity Requirements No pre-authorization is needed for services received in-network.

Authorization is required for certain services received out-of-network.*

If pre-authorization not obtained but determined medically necessary by UHC: $250 penalty If determined not medically necessary by UHC: No benefits will be paid

Surgery or Hospital Care 80% after

80% after

70% after

deductible 50% of allowable amount after deductible Maternity Care

• Office visits • Hospital charges

80% after

70% after

deductible 50% of allowable amount after deductible Infertility

Treatment ($20,000 lifetime max.)

**Must contact Reproductive Resource Services for authorization to receive benefits. Contact

UHC at 800 996 2057.

80% after

deductible Not covered 80% after deductible Not covered 70% after deductible Not covered

Mental Health Treatment • Outpatient

• Inpatient hospital charges

80% after

70% after

deductible 50% of allowable amount after deductible Vision Exam $25 co-pay, one exam every calendar year

Therapy, Chiropractic care, Private duty

nursing Physical, occupational and speech 25 visits; Chiropractic 30 visits; Private Duty Nursing 35 visits. After deductible is met. Coinsurance applies. Per calendar year maximum visits allowed:

*Services requiring pre-notification when received out-of-network

 Accidental dental  Home health care services  Hospice services  Reconstructive procedures  Mental health / substance abuse

services  Inpatient hospital stays  BRCA testing (breast cancer

susceptibility)  Non-emergent ambulance  Skilled nursing / inpatient rehab facilities  Inpatient maternity stays greater than

48 hours and again at 96 hours  Transplant services  Congenital heart disease resource services and surgeries  Durable medical equipment > $1,000

including insulin pumps  Pregnancy–Healthy Pregnancy Notification Program  Clinical Trials  Rehab Services (outpatient)–

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The Health Rewards program incents you to make smart choices to improve or maintain your health and rewards you for taking action and getting healthy results.

When you and your spouse or domestic partner enroll in a UnitedHealthcare medical plan, you will automatically receive a personalized scorecard that identifies opportunities for you to earn $625 per employee and an additional $625 per spouse/domestic partner.

 $75 - Complete Preventive Visit

 $50 - Complete and Submit all Four Biometrics  $200 - Target BMI or Complete Health Coaching  $100 - Target LDL or Complete Health Coaching  $100 - Target FBS or A1c or Complete Health Coaching  $100 - Target Blood Pressure or Complete Health Coaching Total maximum: $625

Additional opportunities for those eligible for cancer screenings:  $50 - Breast Cancer Screening

 $50 - Cervical Cancer Screening  $50 - Colorectal Screening

Additional opportunities for those eligible for diabetes management:  $25 - Diabetes-Complete Dilated Eye Exam

 Diabetes-Complete Second Hemoglobin A1c (HbA1c) Test  Diabetes-Complete Creatinine or Urine Protein Test

Health Rewards program for

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Medical/Rx rates for UHC–Contribution bands

Annual premiums are based in part on your annual base salary and your role with the company as of September 1, 2013:  Band One–National, Regional and International Directors

 Band Two–Employees who earn $60,000 or more, with the exception of those who fall under Band One  Band Three–Employees who earn less than $60,000

Note: Commission-eligible employees will fall under Band One or Band Two.

Spousal Surcharge

While some companies have actually done away with coverage for spouses/partners altogether, this contribution enables us to continue offering a healthcare option for your spouse/partner by spreading the costs between you and the firm. By managing costs this way, everyone’s premiums and cost-sharing will increase less rapidly without minimizing coverage.

If you enroll an employed spouse/domestic partner in a Jones Lang LaSalle medical plan, the $1,200 annual surcharge will automatically be deducted beginning with your first 2014 paycheck, and deductions will not be refunded. If the Working Spouse/Partner Contribution does not apply to you, you must complete your enrollment and select Working Spouse/Partner Contribution Does Not Apply for 2014.

The Working Spouse/Partner Contribution does not apply if:

o You do not enroll your spouse/domestic partner in medical coverage o Your spouse/domestic partner is not employed

o Your spouse/domestic partner is employed but is not eligible for medical coverage through his/her employer o Your spouse/domestic partner is eligible for and/or is enrolled in Medicare/Medicaid

o You and your spouse/domestic partner both work at Jones Lang LaSalle

Your cost for medical coverage

Below are the employee contributions for 2014 medical/Rx plans. You can significantly reduce the cost of your premium contribution if you agree to the Wellness pledge when you enroll for your 2014 medical elections. You can also earn back health care dollars by participating in the Health Rewards bonus program, earning up to $625 per employee and $625 per spouse/domestic partner. Jones Lang LaSalle continues to pay 76 percent of healthcare costs. For more information on the Health Rewards Bonus program and the Wellness Pledge, please refer to the Total Rewards website at http://www.jll.com/mytotalrewards.

UnitedHealthcare rates for employees not participating in the Wellness Pledge

PPO Standard PPO Plus PPO Basic

Employee annual contribution Contribution

Band You only You+1 You + 2 or more You only You+1 You + 2 or more You only You+1 You + 2 or more Band One 1,836.96 4,227.36 7,072.92 1,358.88 3,260.76 5,566.20 533.28 1600.80 2,985.00 Band Two 1,669.92 3,843.12 6,429.96 1,233.48 2,959.92 5,051.64 425.16 1341.48 2,541.48 Band Three 1,617.96 3,723.48 6,229.68 1,194.60 2,866.20 4,891.32 391.44 1260.36 2,402.64 Example–If you enroll in the Plus plan with Employee only coverage, Band 2 and do not participate in the Wellness Pledge your annual premium will be $1233.48. If you participate in the Wellness Pledge, you can significantly reduce your annual premium to $1119.72. That is a savings back in your pocket of $113.76!

UnitedHealthcare rates for employees participating in the Wellness Pledge

PPO Standard PPO Plus PPO Basic

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Prescription drug coverage–UHC

Each medical plan option provides comprehensive prescription drug coverage as described below. For more information about prescription drugs, refer to the Prescription Drug Information section at http://www.jll.com/mytotalrewards. The same prescription drug benefit applies to all three plans. However, eligibility for benefit payment differs by plan.

Standard

 Benefits are paid for all prescription drugs before medical deductible is met  Your prescription drug coinsurance does count toward your out-of-pocket limit

Plus and Basic

 Preventive: benefits paid before medical deductible is met. Prescription drug coinsurance applies to your out-of-pocket limit.  Non-Preventive: benefits not paid until medical deductible is met. After the medical deductible is met, you start paying coinsurance,

which also applies to your out-of-pocket limit

 Check preventive drug list on at http://www.jll.com/mytotalrewards.

United HealthCare Prescription Drug benefits- Standard, Plus, Basic plans Prescription drug benefits - PPO Standard, PPO Plus, PPO Basic plans

Retail (30-day supply) Mail Order (90-day supply)

Tier 1 You pay 10% coinsurance ($5 minimum, $50 maximum)

You pay 10% coinsurance

($12.50 minimum, $125 maximum)

You pay 20% coinsurance

($75 minimum, $187.50 maximum)

You pay 40% coinsurance ($125 minimum, $250 maximum)

Infertility drugs $5,000 lifetime maximum

Following the chart above, if, for example, your long-term prescription drug falls into Tier 2, you have to pay 20 percent of the coinsurance, which would be a $75 to $187.50 payment.

Progression Rx (Step Therapy)

Most medical conditions have multiple medication options. Although the options’ clinical effectiveness may be similar, their prices vary widely. With the Progression Rx (step therapy) Program, you get the treatment you need, usually at a lower cost.

With this program, you need to try a Step 1 medication first, before a Step 2 medication may be covered. If you bring a prescription for a Step 2 medication to the pharmacy, our system will automatically check your claims history for a Step 1 medication. If you have claims history for a Step 1 medication, the Step 2 medication may be processed. If not, the pharmacist will contact your doctor. The pharmacist will also get a message that explains the Progression Rx program and the Step 1 medication options offered for drug coverage. However, only you and your doctor make decisions about your treatment and medication options.

Mandatory Mail Rx

UHC mandatory mail-order service is required for those participants that are taking covered medications on a long-term basis. As a result, your cost will be much lower. If you use the mail-order pharmacy option, you will pay the mail-order coinsurance for up to a 90-day supply. If you purchase your covered long-term medication at a retail pharmacy, you will pay the entire cost for those medications after the second purchase.

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Section for U.S. employees

participating in the Kaiser

Permanente Plan

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Medical

How the Medical Plans Work

The Kaiser Permanente HMO plans use a network of preferred providers who have agreed to provide health care services to plan members at discounted fees. These choices are HMO options, which mean you must go only to Kaiser Permanente providers to receive benefits. There are no out-of-network benefits. Referrals from your primary care physician may be required to go to some types of specialists. In Network

Preventive Care Service are covered by plan benefits prior to the individual or family deductible being reached for all three plans. The firm offers three Kaiser Permanente options:

Traditional Option

• The Standard Plan (no Health Savings Account)

Due to provisions of the Affordable Care Act driving market changes, this is the last year you will be able to enroll in the Standard plan. That makes this year a great opportunity to switch now to a plan with a Health Savings Account to start saving this year for future medical expenses and receive the triple tax savings.

Account-based Options

• The Plus Plan (includes Health Savings Account) • The Basic Plan (includes Health Savings Account

What is a Health Savings Account?

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Plan Summary Chart for California, Oregon and Mid-Atlantic Region employees participating in the Kaiser Permanente Plan The comparison chart below provides you with an overview of our medical programs. Please review the information carefully as you cannot change your medical option until the next open enrollment period unless you have a qualified family status change.

Important note:

The Kaiser Permanente plan is only available to employees based in California, Oregon and Mid-Atlantic Region, which includes Washington, DC, and the surrounding Virginia and Maryland area.

KP STANDARD OPTION KP PLUS OPTION KP BASIC OPTION

Who Provides Care There are no out-of-network benefits available. Only services provided by a Kaiser Permanente provider are considered covered benefits.

Preventive Care: • Routine physical exam • Well-child care • Well-woman exam • Immunizations • Screenings 100% 100% 100% Annual Deductible • You only • You +1 • You + 2 or more $500 $1,250 $1,250 $1,250 $3,125 $3,125 $2,700 $6,750 $6,750 Coinsurance 80% 80% 70%

Annual Out-of-Pocket Maximum (includes deductible) • You only • You +1 • You + 2 or more $2,200 $5,500 $5,500 $3,000 $7,500 $7,500 $5,000 $12,000 $12,000 HSA Company Contribution

• You only • You +1 • You + 2 or more

N/A Contributions are prorated

$600 $1,200 $1,200

Contributions are prorated $600

$1,200 $1,200

Office Visit 80% after deductible 80% after deductible 70% after deductible

Surgery or Hospital Care • Inpatient

• Outpatient

80% after deductible 80% after deductible 70% after deductible Infertility Treatment 50% Coinsurance after deductible

(for diagnosis and treatment)

50% Coinsurance after deductible (for diagnosis and treatment)

50% Coinsurance after deductible (for diagnosis and treatment) Mental Health Treatment

• Outpatient

• Inpatient hospital charges

80% after deductible 80% after deductible 70% after deductible

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Medical/Rx rates for Kaiser Permanente–Contribution bands (California, Oregon and Mid-Atlantic employees)

Annual premiums are based in part on your annual base salary and your role with the company as of September 1, 2013:  Band One–National, Regional and International Directors

 Band Two–Employees who earn $60,000 or more, with the exception of those who fall under Band One  Band Three–Employees who earn less than $60,000

Note: Commission-eligible employees will fall under Band One or Band Two.

o You and your spouse/domestic partner both work at Jones Lang LaSalle

Your cost for medical coverage:

Below are the employee contributions for 2014 medical/Rx plans. You can significantly reduce the cost of your premium contribution if you choose to agree to the Wellness Pledge when you enroll for your 2014 medical elections. You can also earn back health care dollars by participating in the HealthWorks program and earn up to $300 per employee and $300 per spouse/domestic partner.

For more information on the HealthWorks program and the Wellness Pledge, please refer to the Total Rewards website at

http://www.jll.com/mytotalrewards.

Jones Lang LaSalle continues to pay 76 percent of health care costs.

Annual contribution rates for those employees NOT participating in the wellness pledge

KP STANDARD KP Plus KP Basic

Contribution Band

You only You+1 You + 2 or more

Band 1 611.16 1,819.68 3,265.44 265.56 939.24 1,416.12 176.04 468.24 693.24

Band 2 501.00 1,556.88 2,817.96 164.40 698.04 1,019.04 97.80 281.76 396.36

Band 3 466.68 1,475.04 2,678.64 132.84 623.04 895.20 73.32 223.44 303.48

Example–If you enroll in the Plus plan with Employee only coverage, Band 2, and do not participate in the Wellness Pledge, your annual premium will be $164.40. If you participate in the Wellness Pledge you can significantly reduce your annual premium to $69.72. That is a savings back in your pocket of $94.68!

Annual contribution rates for those employees participating in the wellness pledge

KP STANDARD KP Plus KP Basic

Contribution Band

You only You + 1 You + 2 or more

Band 1 498.00 1,550.64 2,811.60 161.64 692.16 1,013.04 95.04 276.12 390.72

Band 2 397.80 1,311.72 2,404.80 69.72 473.04 652.08 24.00 106.56 120.72

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Health Rewards Program for those covered under Kaiser Permanente (Hawaii is not included) Reward opportunities include:

 $100–Completion of a biometric screening

 $100–Completion of an online Healthy Living Program  $100–Completion of a flu shot

Total maximum reward amount: $300

Additional opportunities for those eligible for cancer screenings: $100

Kaiser Permanente Prescription drug coverage–California, Oregon and Mid-Atlantic

Each medical option provides comprehensive prescription drug coverage as described below. All prescriptions must be filled through a Kaiser Permanente pharmacy.

Standard Plan

 Benefits are paid for all prescription drugs before medical deductible is met.  Prescription drug coinsurance does count toward your out-of-pocket maximum.

Plus and Basic

 Prescription drug benefits are not paid until you meet your medical deductible.

 Once you meet your deductible, coinsurance does count toward your out-of-pocket maximum.

Prescription Drugs Kaiser Permanente-Oregon + California

Pharmacy/Retail: Generic $10 Co-pay

Pharmacy/Retail: Brand $30 Co-pay

Pharmacy/Retail: Day Supply 30-day supply

Mail Order - Generic $20 Co-pay

Mail Order - Brand $60 Co-pay

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Medical

How the Medical Plan Works

The Kaiser Permanente HMO and HMSA HMO plans use a network of preferred providers who have agreed to provide health care services to plan members at discounted fees. These choices are HMO options, which mean you must go only to providers in the network to receive benefits. There are no out-of-network benefits. Referrals from your primary care physician may be required to go to some types of specialists.

The firm offers two HMO options:  Kaiser Permanente - Hawaii



HMSA - Hawaii (Independent licensee of the Blue Cross and Blue Shield Association)

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Plan Summary Chart Comparison for Hawaii employees participating in the Kaiser Permanente plan or the new HMSA plan

The comparison chart below provides you with an overview of our medical programs. Please review the information carefully as you cannot change your medical option until the next open enrollment period, unless you have a qualified family status change.

Feature KAISER PERMANENTE - HAWAII HMSA - HAWAII

Who provides care There are no out-of-network benefits available. Only services provided by a Kaiser Permanente provider are considered covered benefits.

There are no out-of-network benefits available. Only services provided by a HMSA provider are considered covered benefits.

Annual deductible None None

Maximum benefits while insured Unlimited Unlimited

Annual out-of-pocket maximum (includes deductible)  Employee  Employee +1  Family $2,500 $5,000 $7,500 $2,500 $5,000 $7,500

Office Visits $25 per office visit $20 per office visit

Preventive care

(Routine physical exam, child care, Well-woman care, Immunizations, Screenings)

100% covered 100% covered

Surgery or hospital care

 Inpatient

 Outpatient surgery

$150 per day for inpatient care

$25 per visit for outpatient surgery No charge for inpatient care $20 per visit for outpatient surgery

Mental health coverage

 Outpatient

 Inpatient hospital

$25 per visit for outpatient

$150 per day for inpatient $20 per visit for outpatient $75 per day for inpatient 2014 Annual Contribution Rates

Coverage Level Kaiser Permanente HMSA

EE Only $214.32 $214.32

EE + 1 $2457.84 $2773.20

EE + Family $3993.96 $4506.48

Kaiser Permanente Prescription drug coverage–Hawaii

Each medical option provides comprehensive prescription drug coverage as described below.

Note Kaiser Plan: All prescriptions must be filled through a Kaiser Permanente pharmacy.

Prescription Drugs Kaiser Permanente - Hawaii

Pharmacy/Retail: Generic Maintenance*** $5 copay per prescription

Pharmacy/Retail: Brand $35 Co-pay

Pharmacy/Retail: Day Supply 30-day supply

Mail Order: Generic Maintenance**** $10 copay per prescription

Mail Order - Brand $70 Co-pay

Mail Order - Day Supply 90-day supply

HMSA Prescription drug coverage–Hawaii

Prescription Drugs HMSA - Hawaii

Pharmacy/Retail: Preferred Brand $30 Co-pay

Pharmacy/Retail: Other Brand $30 Plus $45 other brand name cost share

Mail Order – Preferred Brand $65 Co-pay

Mail Order – Other Brand $65 plus $135 other brand name cost Share

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23 Jones Lang LaSalle–Dental Overview

Good news! You now have a choice of three dental options.

Triple Option Dental Benefit Summary

Plan Type Basic In/Out of Network Standard In/Out of Network Plus In/Out of Network Annual Deductible

(Preventive Services are not subject to deductible) $50 Individual $150 Family $50 Individual $150 Family $25 Individual $75 Family

Annual Maximum $1,000 per person $2,000 per person $2,500 per person

Orthodontic Services $1,000 per person $2,000 per person $2,500 per person

Diagnostic & Preventive Services

Oral exams – 2 per cal yr Cleanings – 2 per cal yr

Flouride treatment- 1 per cal yr to age 18 X-rays- Bitewings 1 per cal yr, Full mouth 1 per 5 yr Sealants- 1 per 3 yrs to age 16 Space maintainers- no limit

In Network 100% Out of Network 100% In Network 100% Out of Network 100% In Network 100% Out of Network 100% Basic

Fillings – Resin, Composite Amalgam Endodontic – Covered

Periodontal surgery- 1 in 3 yrs

Periodontal Scaling/Root Planning- 1 in 2 yrs

Oral surgery- Covered Extractions- Covered In Network 70% Out of Network 60% In Network 80% Out of Network 80% In Network 80% Out of Network 80% Major

Inlay, Onlay, Crowns – 1 per 8 yrs Dentures/Bridges – 1 per 8 yrs General Anesthesia – Covered Implants – 1 per 8 yrs

In Network 50% Out of Network 40% In Network 50% Out of Network 50% In Network 60% Out of Network 60% Orthodontics

Covered for Children and Adults

In Network 50% Out of Network 40% In Network 50% Out of Network 50% In Network 50% Out of Network 50% MetLife Annual Dental Rates

Basic Standard Plus

Contribution

Band You Only You + 1 You + 2 or more You Only You + 1 You + 2 or more You Only You + 1 You + 2 or more

Band 1 55.92 163.08 329.04 142.08 341.88 607.32 210.84 483.60 825.60

Band 2 47.04 141.72 290.76 130.68 314.52 558.72 194.04 444.96 759.60

Band 3 45.12 136.80 282.00 128.16 308.28 547.68 190.20 436.20 744.60

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Vision Plan Comparison Chart Summary for VSP and the New! United Healthcare Vision Plan

Good News! You now have a choice in vision care programs in 2014.

Feature UnitedHealthcare Vision Program In Network VSP – Vision PPO In Network

Your annual contribution You Only: $124.92 You + 1: $177.84 You + 2 or more: $318.84

You Only: $90.12 You + 1: $128.28 You + 2 or more: $229.92 How to obtain benefits Schedule an appointment with UnitedHealthcare

Vision provider of your choice. You may have an exam every 12 months, lenses every 12 months,

frames every 12 months or contact lenses every

12 months.

Schedule an appointment with a provider in the VSP covered network. You may have an eye exam every 12 months, frames every 24 months, contact lenses every 12 months.

Eye Exam $10 Co-payment or up to $50 allowance out of

network. $10 Co-payment or up to $50 allowance out of network. Glasses $20 Copayment for lenses and frame up to $170

value. For glasses over $170, you receive up to a 30% discount at select locations.

$20 Co-payment for lenses and frame up to $170 value. For glasses over $170 employee pays the difference less a 20% discount.

Contact Lenses Plan provides a $175 allowance towards full cost. Medically necessary contacts are covered in

full.

Plan provides a $130 allowance towards full cost. Medically necessary contacts are covered in full after $20 copay.

Covered Lens Options Premium, Deluxe or Standard Progressive Lenses, Standard Anti-Reflective Coating, Polycarbonate Lenses for both Adults and Children and Standard Scratch Coating

Single vision, bifocal, trifocal, lenticular, scratch resistant coating, tint.

Laser Vision Correction, Mail Order Contacts and Hearing Aids

UnitedHealthcare Vision provides access to additional discounts

VSP provides access to Laser Vision correction discounts

Out of Network Coverage UnitedHealthcare Vision offers allowances for an exam, lenses, and frame and contacts lenses. Payment is due to provider at time of service and a claim for reimbursement must be submitted by member.

VSP offers allowances for an exam, lenses, frames, contact lenses and laser vision correction. Payment is due to provider at time of service and a claim for reimbursement must be submitted by member.

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Health Savings Account*

(HSA) Contribution Limits

The total amount you can contribute to an HSA is based on our coverage level and the amount the firm contributes. The chart below shows how much you and the firm can contribute in 2014.

Coverage Level Company Contribution Your Maximum

Contribution Total Allowable Contribution

Plus Plan You Only

You + 1 You + 2 or more $600 $1,200 $1,200 $2,700 $5,350 $5,350 $3,300 $6,550 $6,550

Basic Plan You Only

You + 1 You + 2 or more $600 $1,200 $1,200 $2,700 $5,350 $5,350 $3,300 $6,550 $6,550

HSA Catch-up Contributions

If you are age 55 or older, the IRS allows you to contribute an additional amount to your HSA. For 2014, you may contribute an additional $1,000.

Advantages of an HSA

HSA’s are a great tool for smart health care consumers. Here are a few of the advantages:

Jones Lang LaSalle Annual

Company Contributions

Employee

_$600/year¹

Employee +1/Family

_$1,200/year

Employee Contributions *You can contribute pre-tax money to your account¹

*Your HSA savings are deposited into an interest bearing account, you don’t pay taxes on interest earned.

*When you use your HSA funds for medical expenses, you won’t pay taxes on them.

Use the money for… *Build your balance for future medical expenses during your retirement years.

*You can use your HSA to pay for eligible medical, dental, vision, certain healthcare premiums like COBRA.

*Once you’ve accumulated $2,000 in your HSA, you can invest in a variety of highly rated mutual funds.

Eligibility Domestic partners are not eligible to use HSA funds if he/she does not qualify as a tax

dependent. NOT ELIGIBLE if: enrolled in Medicare, spouse is enrolled in his/her

employers FSA plan, can be claimed as a tax dependent, have coverage in another plan that has a lower deductible than Plus or Basic.

Portability There is no “use-it-or-lose-it” rule, if you have money in your HSA account at the end of the

year, it rolls-over in your account for the next year if you leave Jones Lang LaSalle for any reason, you take it with you.

IRS Annual Limits Annual contribution limits for 2014 are $3,300 for individuals and $6,550 for families.

IRS regulations permit a one-time roll over into an HSA. * HSA does not apply to employees in Hawaii.

¹Employee are funded each pay period and employer contributions are funded at the beginning of each quarter . Contributions to your HSA are held in an account provided by OptumHealth Bank.

To get the most from the Plus and Basic plans, you should understand how an HSA works and how it can benefit you. Visit the Total Rewards website at http://www.jll.com/mytotalrewards for more information about HSAs.

OptumHealth Bank takes the hassle out of opening your HSA. Once you enroll in the Plus or Basic plan, your HSA account automatically opens.

You’ll receive a welcome letter with information about accessing your account on-line or over the phone along with general information about using your HSA. You will also receive a debit card that can be used to pay for eligible expenses.

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Funding your HSA

The total amount you can contribute to an HSA is based on your coverage level and the amount the Company contributes. If you elect to contribute to this account, your funds are deducted from each pay period and deposited into your account shortly after your pay date on a prorated basis.

The firm contributions are funded to the HSA and are made quarterly on a pro-rated basis. You are not eligible for an HSA if one of the following circumstances applies:

• You have coverage in another plan that has a lower deductible than our Plus or Basic plans. • You can be claimed as a tax dependent (as defined by the IRS) on someone else’s tax return. • You are enrolled in Medicare.

• Your spouse is enrolled in his or her employer’s FSA plan. The IRS limits FSA only to dental and vision expenses when enrolled in

an HSA plan.

Domestic partners are not eligible to use HSA funds if:

• He/She does not qualify as a tax dependent. There is no additional funding to the employee’s HSA account for the domestic partner if this is the case.

If any one of the above circumstances applies to you, and you enroll in the Plus or Basic plans, you may be in violation of IRS rules that govern HSA eligibility. Because an HSA is a tax-advantaged savings account, you may incur IRS penalties if you violate eligibility rules. To learn more, consult with a tax advisor or visit http://www.treas.gov/offices/public-affairs/hsa/. Jones Lang LaSalle is not responsible for verifying your eligibility.

Getting your HSA started

OptumHealth Bank™ takes the hassle out of opening your HSA. Once you enroll in the Plus or Basic plan, your HSA account automatically opens.

You’ll receive a welcome letter with information about accessing your account on-line or over the phone along with general information about using your HSA.

You will also receive a debit card that can be used to pay for eligible expenses.

OpumHealth Bank +1 877 365 7923

www.optumhealthbank.com

Convenient reimbursement options

You have several reimbursement options for eligible healthcare expenses that you pay out-of-pocket.

1. Online bill pay allows you to designate yourself as a payee and have a reimbursement check sent to you from your HSA account. You can also use online bill pay to reimburse providers and pharmacies for eligible medical expenses. There is no charge for this payment option. 2. Write a check to yourself from your HSA checkbook. To take advantage of this option you must order an HSA checkbook. OptumHealth

Bank™ charges $10 for a book of 25 checks.

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Flexible Spending Accounts (FSA)

Jones Lang LaSalle offers employees an opportunity to pay for expenses such as childcare and healthcare expenses on a pre-tax basis through an FSA.

Healthcare FSA

The HealthCare FSA works differently depending on which medical plan option you select. This is due to changes in the Health Care Reform laws.

If you enroll in the Standard Plan option, you may use your FSA to reimburse all eligible out-of-pocket medical, dental, and vision care expenses. If you enroll in the Plus or Basic Plan, your Healthcare FSA is considered a limited purpose FSA by the IRS and may only be used to reimburse dental and vision expenses.

Child/Elder (Dependent) Care FSA

The Dependent Care FSA reimburses you for expenses incurred in the form of wages paid to a licensed baby sitter, licensed day care center, nursery school, adult day care center, or housekeeper caring for an eligible dependent.

You will also receive a debit card for eligible expenses.

If you live in the states of Massachusetts, Maine, and New Hampshire you will not receive a Consumer Account MasterCard from UnitedHealth Care. You will need to submit claims for reimbursement through UnitedHealth Care.

Use the money for…

Healthcare FSA

_{Reimbursement for medical, dental, and/or}

Dependent (child) care FSA

vision expenses. NOTE: you can no longer use for over the counter medication without a prescription.

Reimbursement for expenses incurred in the form of wages paid to a baby sitter, licensed day care center, and adult day care center up to age 13.

Contributions Contributions to both FSA accounts are on a pre-tax basis. This is solely an employee funded

account and JLL makes no funding contributions.

Participation You must enroll each year if you wish to participate in an FSA plan.

Portability Any money left in the account is forfeited at the end of the calendar year, or after all eligible

claims have been paid.

Portability IRS Annual Contribution Limits

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Reimbursement Accounts

HSA and FSA – How do they stack up?

JLL offers both a Health Savings Account (HSA) and a Flexible Spending Account–Healthcare (FSA). While both provide the opportunity for significant tax savings, there are important differences as shown below.

HSA vs Healthcare FSA: Eligibility

Medical Option Account eligibility Can be used for:

Standard Plan Regular FSA

No HSA

Medical / Dental / Vision expenses N/A

Plus and Basic Plans HSA

Limited Purpose FSA

Medical / Dental / Vision expenses Dental / Vision expenses only

HSA vs FSA: Benefit Comparison

Benefit FSA HSA

Tax Savings Yes Yes

Your Maximum Contributions $2,500 You Only: $2,700

You + 1/You + 2 or more: $5,350

Employees over age 55 can make an additional contribution up to $1,000

Company Contribution $0 You Only: $600

You + 1/You + 2 or more: $1,200 (funded at the beginning of the month)

Automatic Enrollment No Company contributions: Yes

Your contributions: No

Use-It-or-Lose-It rule Yes No

Interest Earned No Yes

Additional Investment Options (Money Markets, Stocks)

No Yes

You Keep Money if you Terminate Employment No Yes

Note: The IRS allows you to enroll in both options, but if you do enroll in both, your eligible expenses in the FSA will include dental and vision only. This may be a good option for participants who may have high dental and vision expenses; and for medical expenses after you meet your deductible.

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29 Critical Illness Insurance

Critical Illness Insurance pays a lump sum amount if you or a covered dependent (spouse, domestic partner, child) contract a covered critical illness. To apply for critical illness insurance, you must have medical insurance in place, but it doesn’t have to be the coverage provided by Jones Lang LaSalle; you could be covered under your spouse or domestic partner’s employer.

Critical Illness Insurance

Eligible Individual Initial Benefit Requirements

You Only (Employee) Initial Benefit Amount of

Basic Plan ($15,000) or Plus Plan ($30,000) Coverage is guaranteed provided you are actively at work.

You + 1 (Spouse/Domestic Partner1_{* or Dependent}

Child(ren)2*)

100% of the employee’s Initial Benefit Coverage is guaranteed provided the

employee is actively at work and the spouse/domestic partner or dependent is not subject to a medical restriction as set forth on the enrollment form and in the Certificate.

You + 2 or more

(Spouse/Domestic Partner1

and Dependent Child(ren)2

100% of the employee’s Initial Benefit Coverage is guaranteed provided the

employee is actively at work and the spouse/domestic partner and dependent is not subject to a medical restriction as set forth on the enrollment form and in the Certificate.

Your Initial Benefit provides a lump-sum payment upon the first diagnosis of a Covered Condition. Recurrence Benefit3_{is paid when a covered}

person is diagnosed with another occurrence of the same Covered Condition for which an Initial Benefit was previously paid.

The maximum amount that you can receive through your Critical Illness Insurance plan is called the Total Benefit and is 3 times the amount of your Initial Benefit. This means that you can receive multiple Initial Benefit and Recurrence Benefit payments until you reach the maximum of 300% or $15,000 or $30,000.

Please refer to the table below for the percentage benefit amount for each Covered Condition.

Covered Conditions Initial Benefit Recurrence Benefit

Full Benefit Cancer4 _{100% of Initial Benefit} _{50% of Initial Benefit}

Partial Benefit Cancer4,5 _{25% of Initial Benefit} _{12.5% of Initial Benefit}

Heart Attack 100% of Initial Benefit 50% of Initial Benefit

Stroke6 _{100% of Initial Benefit} _{50% of Initial Benefit}

Coronary Artery Bypass Graft 100% of Initial Benefit 50% of Initial Benefit

Kidney Failure 100% of Initial Benefit Not applicable

Alzheimer’s Disease7 _{100% of Initial Benefit} _{Not applicable}

22 Listed Conditions8 _{25% of Initial Benefit} _{Not applicable}

22 Listed Conditions

MetLife Critical Illness Insurance will pay 25% of the Initial Benefit Amount for each of the 22 Listed Conditions until the Total Benefit Amount is reached. A Covered Person may only receive one payment for each Listed Condition in his/her lifetime.

Addison’s disease (adrenal hypofunction); amyotrophic lateral sclerosis (Lou Gehrig’s disease); cerebrospinal meningitis (bacterial); cerebral palsy; cystic fibrosis; diphtheria; encephalitis; Huntington’s disease (Huntington’s chorea); Legionnaire’s disease; malaria; multiple sclerosis (definitive diagnosis); muscular dystrophy; myasthenia gravis; necrotizing fasciitis; osteomyelitis; poliomyelitis; rabies; sickle cell anemia (excluding sickle cell trait); systemic lupus erythematosus (SLE); systemic sclerosis (scleroderma); tetanus; and tuberculosis.

Major Organ Transplant Benefit

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Example of Initial & Recurrence Benefit Payments

The example below illustrates an employee who elected an Initial Benefit of $15,000 and has a Total Benefit of 3 times the Initial Benefit Amount or $45,000.

For more information about Critical Illness Insurance visit the Total Rewards website at http://www.jll.com/mytotalrewards.

Annual Premium for $15,000 of Coverage

Attained Age You You +1 You + 2 or more

<25 $21.60 $48.60 $82.80 25–29 $23.40 $54.00 $88.20 30–34 $41.40 $79.20 $118.80 35–39 $66.60 $120.60 $169.20 40–44 $111.60 $190.80 $252.00 45–49 $178.20 $298.80 $379.80 50–54 $275.40 $448.20 $556.20 55–59 $399.60 $642.60 $784.80 60–64 $588.60 $937.80 $1,132.20 65–69 $907.20 $1,427.40 $1,708.20 70–74 $1,362.60 $2,158.20 $2,575.80 75–79 $2,023.20 $3,238.20 $3,864.60 80–84 $3,072.60 $4,953.60 $5,914.80 85+ $4,041.00 $6,580.80 $7,871.40

Annual Premium for $30,000 of Coverage

Attained Age You You +1 You + 2 or more

<25 $43.20 $97.20 $165.60 25–29 $46.80 $108.00 $176.40 30–34 $82.80 $158.40 $237.60 35–39 $133.20 $241.20 $338.40 40–44 $223.20 $381.60 $504.00 45–49 $356.40 $597.60 $759.60 50–54 $550.80 $896.40 $1,112.40 55–59 $799.20 $1,285.20 $1,569.60 60–64 $1,177.20 $1,875.60 $2,264.40 65–69 $1,814.40 $2,854.80 $3,416.40

Illness – Covered Condition Payment Total Benefit Remaining

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31 Group Accident

It’s a fact, accidents happen frequently and are costly. Protect yourself and your family’s budget in the event of an accident.

They can happen anytime, anywhere–every 2 seconds at home and every 9 seconds on the road. You fall down some steps … your spouse cuts a finger while cooking … your child gets hurt on the school playground or playing sports. They can happen when you least expect them and there’s no time to think about the care you may need.

This Accident Insurance, underwritten by MetLife, is easy to enroll in and features:

 Pays benefits directly to you to be used as you see fit. You can use it to cover your insurance deductibles, copayments, household bills and more.

 Competitive group rates

 Convenient payroll deduction helps ensure continuous, worry-free coverage  Portable coverage if your employer status changes

Injuries BASIC Plan PLUS Plan

Fracture Benefit–varies by type and number of broken bones

Chip fractures paid at 25% of fracture benefit

$50 - $3,000 $100 - $6,000

Dislocation Benefit–varies by type and number of dislocations

Partial dislocations paid at 25% of dislocation benefit

$50 - $3,000 $100 - $6,000

Burn Benefit (2nd_{and 3}rd_{degree)–varies by type and}

severity of burn $50 - $5,000 $100 - $10,000

Skin Graft Benefit 50% of Burn Benefit 50% of Burn Benefit

Concussion Benefit $200 $400

Coma Benefit $5,000 $10,000

Ruptured Disk with Surgical Repair Benefit $500 $1,000

Torn Cartilage in Knee Benefit–with or without

surgical repair $100 or $500 $150 or $750

Laceration (Cut) Benefit–varies by length of

laceration $25 - $200 $50 - $400

Torn/Ruptured/Severed Tendon/Ligament/Rotator Cuff Benefit–

varies by type of medical or surgical treatments and number of injuries

$100 - $750 $150 - $1,000

Broken Tooth Benefit–varies by repair type $25 - $100 $50 - $200

Eye Injury Benefit $200 $300

Medical Services and Treatment BASIC Plan PLUS Plan

Ground Ambulance Benefit $200 $300

Air Ambulance Benefit $750 $1,000

Emergency Care Benefit–varies depending on

location of care $25 or $50 $50 or $100

Non-Emergency Care Benefit $25 $50

Medical Testing Benefit–covers six types of medical

tests $100 $200

Physician Follow-up Benefit $50 $75

Transportation Benefit–travel more than 50 miles for

follow-up treatment $200 $400

Therapy Services Benefit–covers six types of

therapy services $15 $25

Pain Management Benefit for Epidural Anesthesia $50 $100

Prosthetic Device Benefit–varies by type and

number of devices $500 or $1,000 $750 or $1,500

Medical Appliance Benefit–varies by type and

number of devices $50 - $500 $100 - $1,000

Modification Benefit–primary home or vehicle $500 $1,000

Blood/Plasma/Platelets Benefit $300 $400

Inpatient Surgery Benefit–varies by type of surgery $100 or $1,000 $200 or $2,000

Outpatient Ambulatory Surgery Benefit $150 $300

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Hospital Coverage BASIC Plan PLUS Plan

Hospital Admission Benefit–non-ICU or ICU

admission $500 or $1,000 $1,000 or $2,000

Hospital Confinement Benefit–non-ICU or ICU

confinement $100 or $200 per day $200 or $400 per day

Inpatient Rehabilitation Unit Benefit $100 per day $200 per day

Other Benefits BASIC Plan PLUS Plan

Lodging–for accompanying companion’s lodging more than 50 miles from the insured’s primary residence during insured’s hospitalization due to an accident.

$100 per day $200 per day

2014 Group Accident Annual Premium Rates

Coverage Level Basic Plan Plus Plan

EE Only 64.68 117.60

EE + 1 101.52 184.56

EE + Family 157.92 289.80

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401(k) savings and retirement plan – 2014 Contribution Limits have not been published yet by the IRS

Jones Lang LaSalle’s 401(k) plan is designed to help you achieve financial independence through your tax-deferred savings and the Company’s matching contributions. You may enroll in the plan at any time after you receive your first full paycheck. Managed through Fidelity Investments, the plan allows you to contribute a portion of your eligible earnings to the plan. Your investment choices include numerous Fidelity funds and a self-directed brokerage option. You enroll directly through Fidelity.

Compensation

Your compensation is your total annual compensation (salary/bonus/commissions) paid or otherwise included in your gross income during a plan year. If you have been contributing to a 401(k) account during this plan year through another employer, you cannot exceed the $17,500 IRS limit.

Participant Contributions

You may contribute a percentage (one percent or more) of your paycheck per payroll cycle. Your maximum contributions (pre-tax and Roth after-tax contributions) for a plan year may not exceed 50 percent of your compensation. 401(k) contributions from your base salary and annual bonus/ commission payments are made through separate elections. Federal law limits the amount of pre-tax and Roth contributions you may contribute each year, which is adjusted from time to time for inflation. The maximum is $17,500.

You may contribute an additional 25 percent to a non-Roth, after-tax account. However, the maximum amount that can be contributed to your account, from your pre-tax, Roth after tax, regular after tax contributions and the company match, cannot exceed $51,000 (indexed). If you hit this level, all contributions stop, including the company match.

Company matching contributions

If you are eligible, the Company will make a “Company Matching Contribution” to your account for each pay period. The Company matches 100 percent of each dollar you contribute to the plan, up to the first three percent of your compensation. The Company then matches 50 percent of each dollar you contribute to the plan on the next two percent of your compensation. Pre-tax, Roth and catch-up contributions are taken into account in determining the amount of Company matching contributions. In calculating the Company matching contribution, only compensation earned while you are eligible to make contributions under the plan will be taken into account. The Company will match contributions based on compensation up to the federal contribution limit ($255,000).

Pre-tax contributions

As a plan participant, you may also elect to make pre-tax contributions to the plan. You receive an immediate advantage from making pre-tax contributions — right in your paycheck. Each pre-tax dollar you contribute lowers your current taxable income, so you end up reducing the current federal income taxes you pay. In most cases, you will also pay lower state and local income taxes. (However, you will still have to pay Social Security taxes on your pre-tax contributions).These contributions, and any earnings, will be taxed at withdrawal from the plan. Pre-tax contributions are eligible for a Company match. The Company match on your contributions, and associated earnings, will be taxed at distribution.

Roth after-tax contributions

You may designate a portion of your contributions and catch-up contributions as “Roth after-tax contributions.” Any amount you designate as a Roth contribution will be included in your taxable income for the year. However, the earnings on Roth contributions accumulate tax-free. Assuming certain conditions are met, distributions of your contributions, and associated earnings, are tax-free. Roth contributions are eligible for a Company match. The Company match on your contributions, and associated earnings, will be taxed at distribution. Any election to designate contributions or catch-up contributions as Roth contributions is irrevocable. These contributions, along with pre-tax contributions, are subject to the federal annual

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Non-Roth after-tax contributions

You also may make contributions to the plan on a non-Roth after-tax basis (after-tax contributions). You may contribute a percentage (one percent or more) of your paycheck per payroll cycle. The Company does not match your non-Roth after-tax contributions. While earnings accumulate tax free, they will be taxedat distribution. These contributions are not subject to the annual contribution limit ($17,500). Your regular after-tax contributions cannot exceed 25 percent of your contributions.

Catch-up contributions

To allow greater savings flexibility for participants who are nearing retirement age, participants age 50 or over can continue to make additional catch-up contributions. This feature is available to any participant who will be at least 50 years old by the end of the plan year in which they wish to make the election and who has contributed the pre-tax or Roth after-tax contribution limit.

Federal law limits the amount of catch-up contributions a participant may make. The maximum catch-up contribution is $5,500. Catch-up contributions are eligible for Company match.

Enrolling/Changing your contributions

You may increase or decrease the amount of your contributions to the plan at any time by calling Fidelity at +1 800 890 4015 or visiting the Fidelity website at www.401k.com. Your change will take effect as soon as administratively practicable after you submit your request.

Eligibility for employer matching contributions

If you are a full-time or part-time employee, you are eligible to receive Company matching contributions on the first day of the month coincident with or following the date you meet the following requirements:

• You have reached 21 years of age • You are an eligible employee

• You complete at least one year of service

The Company may make an additional “true-up” matching contribution after the end of the plan year to take into account any missed Company matching contributions due to reaching your contribution limit prior to the end of the year. The true-up is calculated only relative to the types of contributions that are made (base salary, bonus or commissions).