1. ‘ Retirement Income Assurance Policy Summary for Employers Prepared by: Pension Advisory Group, Inc. and Diversified Growth Solutions, LLC RIAP Program Underwritten on Behalf of Lloyd’s of London by Pro Financial Services, LLC

2. The Problem: If you become disabled, you can no longer contribute to your DC retirement plan. Contributions to a 401(k), 403(b) or 457 plan cannot be made by any employee (or their employer) unless the employee is currently receiving pay. Under IRC Section 415(c)(3)(C) and Regulation sections 1.415-2(e)(3) and 1.415-4(g), if you are not actively on the payroll of your company, you are prohibited from making elective deferrals and your employer is also prohibited from making contributions on your behalf. 2 “If You become disabled, so does Your Retirement Plan!”

3. 3 We insure our Lives, our Homes, our Cars and our Income. So, why don’t we insure our Retirement Income? From a statistical perspective, we should!! According to “Injury Facts”: [National Safety Council, 2006 Edition]  In the home: a disability injury occurs every 4 seconds  In the car: an auto-related disability injury occurs every 13 seconds  In the overall population: in the last 10 minutes, 441 Americans became disabled. Severity and Frequency of Disability:  A 35 year-old, white-collar male who suffers a disability lasting 90 days or longer will be out of work an average of about six years. [LIFE Foundation, May 2007]  43% of all people age 40 will have a long-term disability event prior to age 65. [JHA Disability FactBook, 2006 Edition] Pension Disability Insurance is Important!

4. 4  For life insurance, waiver of premium is a well-established benefit  If an insured becomes disabled, the likelihood is that he/she will no longer be able to pay the premium for the life policy.  Developed more than 50 years ago; WP is prevalent today  A similar “waiver of contributions” benefit is needed in qualified Defined Contribution retirement plans to ensure that participant elective deferrals (and employer contributions) will continue even if a participant should become disabled before reaching normal retirement age.  The time has come for American employers to implement the Retirement Income Assurance Policy (“RIAP”) program, underwritten by Lloyd’s of London and Pro Financial Services, for the benefit of their workforce covered by DC retirement plans! Our Solution for American Workers: The Retirement Income Assurance Policy

5. 5  Lloyd’s of London is the world’s leading specialist insurance market, with ratings of A from A.M. Best and A+ from Standard & Poor’s and Fitch Ratings  Pro Financial Services (PFS) is a Managing General Underwriter, with full binding authority on behalf of Lloyd’s  PFS is known nationally as the leader in high-limit disability insurance for professional athletes (have insured NFL and Major League Baseball teams for many years)  PFS has taken its 30+ years of underwriting expertise from the sports arena and created several new disability programs for broader markets  Entrepreneurs and other white-collar professionals  Entertainers  Surgeons and other medical professionals  And now: DC retirement plan participants Who are Lloyd’s and PFS?

6. 6 Guaranteed issue group disability insurance program; protects both participant elective deferrals and employer plan contributions for all participants in an employer’s DC plan against disability events Program maximum benefits adhere to annual IRC Section 415 limitations Program coverage self-adjusts monthly, based on employer-reported plan contributions for current active plan participants Cost of program is tax deductible to the employer under IRC Section 162 No requirement for an employer to offer traditional group LTD insurance (ie, for salary continuation during disability); if an employer does, the RIAP claim adjudication will follow the underlying group LTD decisions No restrictions on the DC plan providers Equally applicable to 401(k), 403(b) or 457 DC retirement plans Target participant groups are 100+ lives and predominantly white-collar; underwriting surcharges apply to smaller groups Key Design Features of RIAP Plans

7. 7 Female, Age 50$265,000 Salary, 15% Profit Sharing Plan, Max 401(k), Elected “Catch-Up” Provision Actively at WorkOn Disability Current Salary / 70% LTD Plan $265,000 $185,500 Annual 401(k) Elective Deferral 19,250 -0- Taxable Income $245,750 $185,500 Tax: “Married Filing Jointly” Table 56,510 (23.0%) 38,925 (21.0%) Disposable Income: $189,240 $146,575 Annual Employer Contribution: $ 39,750 Total Annual Retirement Contribution: $ 59,000 Total Monthly Retirement Contribution: $ 4,917 Total Annual RIAP Premium: $ 997 Total Monthly RIAP Premium: $ 83 Risk for Employee Participant: If disabled, missed contributions reduce the expected Accumulated Value in 401(k) at Age 65 (assuming 5.0% net investment yield): Disabled at start of year 2, on disability for 1 year: $ 111,253 Disabled at start of year 2, on disability for 3 years: $ 318,119 Disabled at start of year 2, on disability for 5 years: $ 505,752 Disabled at start of year 2, on disability thru Age 65: $1,126,819 Example #1 – Current Problem if an Executive becomes Disabled

8. 8 Male, Age 40 $100,000 Salary, Max 401(k) 6% Employer Contribution Profit Sharing Plan Actively at Work On Disability Current Salary / 60% LTD Plan $100,000 $60,000 401(k) Elective Deferral 18,000 -0- Taxable Income $ 82,000 $60,000 Tax: “Married Filing Jointly” Table 12,042 (14.7%) 8,072 (13.5%) Disposable Income: $ 69,958 $51,928 Annual Employer Contribution: $ 6,000 Total Annual Retirement Contribution: $ 24,000 Total Monthly Retirement Contribution: $ 2,000 Total Annual RIAP Premium: $ 298 Total Monthly RIAP Premium: $ 25 Risk for Employee Participant: If disabled, missed contributions reduce the expected Accumulated Value in 401(k) at Age 65 (assuming 5.0% investment yield): Disabled at start of year 2, on disability for 1 year:$ 73,717 Disabled at start of year 2, on disability for 3 years:$ 210,786 Disabled at start of year 2, on disability for 5 years:$ 335,112 Disabled at start of year 2, on disability thru Age 65:$1,056,048 Example #2 – Current Problem if Employed Manager becomes Disabled

9. 9 Example #3 – Current Problem if Rank and File Worker becomes Disabled Female, Age 30$40,000 Salary 5% Profit Sharing Plan / 5% 401(k) Plan Actively at Work On Disability Current Salary / 50% LTD Plan $ 40,000 $ 20,000 401(k) Elective Deferral 2,000 -0- Taxable Income $ 38,000 $ 20,000 Tax: “Married Filing Jointly” Table 4,772 (12.6%) $ 2,072 (10.4%) Disposable Income $ 33,228 $ 17,928 Annual Employer Contribution: $ 2,000 Total Annual Retirement Contribution: $ 4,000 Total Monthly Retirement Contribution: $ 333 Total Annual RIAP Premium: $ 50 Total Monthly RIAP Premium: $ 4 Risk for Employee Participant: If disabled, missed contributions reduce the expected Accumulated Value in 401(k) at Age 65 (assuming 5.0% investment yield): Disabled at start of year 2, on disability for 1 year:$ 20,013 Disabled at start of year 2, on disability for 3 years:$ 57,225 Disabled at start of year 2, on disability for 5 years:$ 90,977 Disabled at start of year 2, on disability thru Age 65:$ 338,268

10. 10  RIAP is sold to the employer; coverage begins after the employer executes a RIAP Joinder Agreement and other program documents  Receipt of RIAP disability benefits are deferred until normal retirement age  After satisfying the Elimination Period, disability benefits are either paid by Lloyd’s into an Annuity held in trust or paid directly into the plan [2014 Reg]  After 5 years of disability status, Lloyd’s will pay a lump sum into the Annuity or directly into the plan [amount = PV @ 6.0% of future deferrals up to NRA]  At retirement, a stream of income is payable directly by the Annuity carrier to the participant to “complete” his/her DC retirement plan or directly by the plan RIAP Product Differentiators

11. 11 RIAP Product Recap The Retirement Income Assurance Policy ------------------------------------------- PAG published patent application: 14/035,488 [filed 9/24/13] Benefits deferred until Normal Retirement Age; Payable at Retirement in Units of Incom e Units of Incom eGuaranteedIssue (no individual underwriting) Assets held in Bank Trust Department (outside the Retirement Plan) on behalf of the disabled participant Premiums are paid by the Employer (based on unisex rates) and are Tax Deductible to the Employer Benefit based on Benefit based on actual contributions, up to Qualified Plan limits (currently $4,917 / month actual contributions, up to Qualified Plan limits (currently $4,917 / month for ages 50+ and $4,417 / month for for ages 50+ and $4,417 / month for ages under 50 for 2015) Other Highlights of the Retirement Income Assurance Policy - Standard occupation classes for LTD policy - Optional compound 3% COLA rider available - Benefit Elimination Periods of 6 or 12 months - Claims in first 12 months = 3% of current salary - Guaranteed Renewable (right to raise rates) - Standard underwriting exclusions apply