Policies issued by American General Life Insurance Company ("AGL“) Executive Bonus Basics Presented by… Policies issued by American General Life Insurance Company ("AGL“)

Disclaimer The information presented herein is not a comprehensive analysis of the topic presented, and the viewer should consult tax and legal advisors to understand all the ramifications of the topics discussed. This information is general in nature and may be subject to change. The Company, its financial professionals and other representatives are not authorized to give legal, tax or accounting advice. Applicable laws and regulations are complex and subject to change. Any tax statements in this material are not intended to suggest the avoidance of U.S. federal, state or local tax penalties. For advice concerning your situation, consult your professional attorney, tax advisor or accountant. To ensure compliance with requirements imposed by U.S. Treasury Regulations, we inform you that any tax advice contained in this presentation (including any attachments) is not intended or written to be used, and cannot be used, for the purpose of (i) avoiding penalties under the Internal Revenue Code or (ii) promoting, marketing or recommending to another party any transaction or matter addressed herein. This Disclaimer should be read to the audience to ensure its understanding of the IRS Circular 230 requirements and to emphasize that American General Life Insurance Company (“American General Life”) is a product provider only. The presentation provided is for educational purposes only and American General does not endorse or promote the concept presented. The concept presented is made available for the purpose of informing American General’s appointed agents that such concepts exist and that clients who may be interested in investigating such concepts seek the counsel and services of their independently retained experts and advisors on such matters. FOR AGENT USE ONLY - NOT FOR DISSEMINATION TO THE PUBLIC

Employer Challenges Attracting Top Employees Retaining and Rewarding Top Employees Tax Efficient Plan

Employee Challenges Family Income Protection Retirement

Executive Bonus Plans Why “Employee” Owned Tax-deferred accumulation Tax-preferred distributions Income tax-free death benefit No income limits on participation

Executive Bonus Requirements for Plan to Qualify Employer may NOT be beneficiary Total salary and bonus must represent “reasonable compensation” Bonus to pay premium is ordinary and necessary business expense Employer must pay FICA and Medicare taxes on bonused amounts

Executive Benefit Plans Executive Bonus Simplest of the Executive Benefit Plans

Bonus/Loan for Income Taxes Executive Bonus Employer Employee Reportable Income Bonus/Loan for Income Taxes Policy Ownership Cash Value (unless restricted) Death Benefit Premium Payment The employee usually applies for and owns the policy, naming someone other than the employer as beneficiary. The cash bonus or premium is declared as additional compensation on the employee’s W-2. The annual taxes on this bonus are, in some cases, funded by an additional cash bonus to the employee, known as a double bonus. Eventually, the policy’s annual cash value increase will exceed the tax on the bonus and may be borrowed or withdrawn to pay taxes. Policy loans or withdrawals will, of course, reduce the death benefit and may have tax consequences. The employer should be able to deduct the bonuses to pay premiums as an “ordinary and necessary” business expense under Internal Revenue Code (“IRC”) § 162, assuming the employee’s compensation is reasonable. These employer bonuses are wages and therefore subject to FICA and FUTA withholding. As with other life insurance, the death proceeds usually will be received income tax-free by the employee’s personal beneficiary under IRC Sec. 101(a).

Benefits to the Employer Salary or bonus used to pay premiums represents an ordinary and necessary business expense of the employer, and, to the extent compensation is “reasonable” in the aggregate, is tax-deductible under Section 162. The arrangement does not have to be prequalified by the IRS, nor is it subject to annual reporting and disclosure rules. There are no annual administrative costs. The employer may freely select the employee(s) it wishes to benefit and vary the benefit among the participating employees.

Benefits to the Employee Employee owns the policy, so it is portable if he or she terminates employment. The death benefit is income-tax-free. The employee’s income tax liability for additional compensation can be met by borrowing or withdrawing policy cash values (with a reduction in death benefit and possible tax consequences) or receiving an additional bonus from the employer. The employee can use the cash value of the policy to, among other things, supplement retirement income (with a reduction in death benefit and possible tax consequences).

efficient, cost effective Executive Bonus efficient, cost effective Meet family financial needs Protect survivors Ensure a legacy

Executive Bonus Ask a business owner about… Rewarding key employees? Ability to select whom they reward with no discrimination rules? A plan where all contributions could be tax deductible? Adding bells and whistles to their employee’s retirement plans? Giving protection to employee’s family in exchange for his/her loyalty to the company?

Executive Bonus - Opportunities Any closely held business with key employees; Family businesses or sole proprietorships with family members as employees; Companies wishing to find a replacement for qualified plan benefits; Providing a premium source to fund a cross purchase buy-sell between shareholders. Small businesses where qualified plans are too expensive; Group term carve-out opportunities where additional insurance benefits are provided to a select group of employees “carved out” of a group term plan; Companies in a higher tax bracket than the employees where the combined tax paid can be reduced;

Executive Bonus - Opportunities Almost any type of life insurance policy can be used. However, selecting a product with excellent cash value growth potential combined with preferred policy loans can prove superior for supplemental income and death benefit coverage.

Executive Bonus - Prospects Age: Pre-Retirement Income: Highly Compensated Status in Company: Experience that cannot be replaced. Chief Executive Officer Chief Financial Officer Chief Marketing Officer President Executive Vice President Member of the Board of Directors Senior Vice President Highly Compensated Sales People

Executive Bonus Structures & Variations

Executive Bonus Basics Single Bonus Employer pays annual premium Employee cost — Tax on Bonus Example: Employer pays $10,000 Premium Employee cost – tax on $10,000 ($10,000 x 0.30 = $3,000)

Executive Bonus Basics Double Bonus Employer covers annual premium plus tax on bonus Employee cost – zero out of pocket Example: Employer pays $10,000 premium + additional cash to pay tax “Grossed up bonus” to Executive = $14,286 Bonus amount ÷ (1-tax rate) $10,000 ÷ (1.00 - 0.30) = $10,000 ÷ 0.70 = $14,286

Executive Bonus Basics Bonus Plus Employer loans an amount sufficient to cover the income tax associated with the annual bonus Employee cost – zero out of pocket Example: Employer pays $10,000 premium + loans the employee $4,000/year (assuming a 40% tax bracket) to pay the income taxes that are due. Appropriate IRS established interest must be charged for the loan until it is repaid in full. (If properly structured the cash value can be used to repay the principal and interest.)

Executive Bonus Basics When Employer Wants More Control: Consider a “restricted” executive bonus arrangement Separate agreement between Employer and Executive Limits executive’s access to policy values Employer can better assure policy values use as planned This planning may help retain the executive with the employer Control is the key word!

Executive Bonus Basics Restrictive Executive Bonus Arrangement (REBA) Restricts executive’s use and enjoyment of the policy’s cash value Agreement between employer and executive Employer pays premium Restrictive endorsement is executed Limits executive’s rights to cash value Restrictive endorsement released on occurrence of triggering event retirement, disability, age, specific number of years, death, mutual agreement, etc

Executive Bonus Arrangement When does a Restricted Executive Bonus Fit? Employer wants to control access to policy values Only want to reward one or just a “few” key executives Employers that wish to supplement qualified plans Businesses that wish to provide supplemental benefits but don’t want high and/or continuing administration costs

Executive Bonus Issues to consider with any Executive Bonus Arrangement: Tax bracket of corporation and executive Employer desires control of the plan Use restrictive agreement Concerns about executive turnover Look to restrictive plan

(Flower Shop Manager, age 50) Protection Guarantees with Optionality® Executive Bonus Plan Keeps Key Employee -This strategy can utilize any UL product- Secure Lifetime GUL 3 Theresa would like to reward Kathy for her efforts and encourage her to continue working until her retirement. She also wants this cost to be tax deductible to the company. Theresa Kelly (Flower Shop Owner) Kathy Johnson (Flower Shop Manager, age 50) Solution Details Premiums: $16,814 per year paid for 15 years with company cash bonuses The business purchases $1M policy with Guaranteed Death Benefit for Kathy’s family Secure Lifetime GUL 3 The business pays the insurance premium as an Executive Bonus, which is tax-deductible Additional bonuses are made to Kathy to cover any tax liabilities Not an actual case. For illustrative purposes only. Quoted values based on female, issue age 50, Standard Nontobacco underwriting class. Quote dated 10/25/2016 for the state of Texas.

Executive Bonus Conclusion Executive Bonus Plans are a VALUABLE tool in helping: Employers Recruit – Reward – Retain Employees Save for Retirement Agents Provide valuable planning services and get compensated

Important Information The concepts presented herein are for informational purposes only and do Not constitute a recommendation that they are suitable for a particular individual or business. Neither American General Life Companies, nor its agents or representatives, provide legal or tax advice. Any comments about legal or tax treatment simply reflect the author’s understanding of current interpretations of the federal tax laws as they relate to the planning technique. No coverage is given to state tax laws, which must also be considered. Tax laws are also subject to change in the future. Clients and prospects should consult their own legal and tax advisors to determine whether the recommended approach is appropriate for their circumstances. There are complex legal and tax implications associated with the strategy illustrated here. The information presented herein is not a comprehensive analysis of the topic presented. Clients must consult their own tax and/or legal advisors to determine whether or not any plan or program illustrated is appropriate for them and to understand all the benefits and risks of any premium financed transaction. FOR AGENT USE ONLY - NOT FOR DISSEMINATION TO THE PUBLIC

Important Information Policies issued by: American General Life Insurance Company, 2727-A Allen Parkway, Houston, Texas 77019. Policy Form Numbers 10460, ICC-10460; Lifestyle Income Rider Form Number 13972; Accidental Death Benefit Rider Form Number 82012; Children’s Insurance Benefit Rider Form Number 82410; Spouse/Other Insured Term Rider Form Number 88390; Terminal Illness Rider Form Number 91401; Waiver of Monthly Deduction Rider Form Number 82001. The United States Life Insurance Company in the City of New York, One World Financial Center, 200 Liberty Street, New York, New York, 10281. Policy Form Number 10460N; Lifestyle Income Rider 13972N; Accidental Death Benefit Rider Form Number ADB791E; Children’s Insurance Benefit Rider Form Number CI791E1; Waiver of Monthly Deduction Rider Form Number 82001N. The underwriting risks, financial and contractual obligations and support functions associated with the products issued by American General Life Insurance Company (AGL) and The United States Life Insurance Company in the City of New York (US Life) are the issuing insurer’s responsibility. Guarantees are subject to the claims paying ability of the issuing insurance company. American General does not solicit business in the state of New York. Policies and riders not available in all states. American General Life Companies, www.americangeneral.com, is the marketing name for a group of affiliated domestic life insurers, including AGL and US Life. These product specifications are not intended to be all-inclusive of product information. State variations may apply. Please refer to the policy for complete details. AGLC107389 © 2016. All rights reserved.